JOB DESCRIPTION

JOB DETAILS
Job title: Head of Practice Education and Widening Access
Job code:
Band:
Location:
Accountable to: Associate Director: OD, Learning & Development

JOB PURPOSE

Reporting to the Associate Director: OD, Learning and Development, but working closely
with the Director of Nursing, Therapies & Quality, the post holder will lead the development
and implementation of a strategy and plan for practice education, widening access and
apprenticeships across the Trust, within the context of best practice and using evidence
based research, audit, clinical guidelines and pathways of care.

The post holder will be expected to pursue excellence in research-informed teaching,

including developing and delivering advanced level theory and clinical practice teaching
underpinned by sound educational principles, on degree and masters level education
programmes in university and in clinical settings, whilst inspiring and enabling others to do
the same. This also includes utilising the Trusts ‘Experts by Experience’ where appropriate
to do so.

The postolder will also take responsibility for developing the Trusts strategy for clinical
leadership education, working alongside the Head of Leadership and Organisational
Development to design programmes of activity which enable more clinicians - from all
professional backgrounds - to take on strategic leadership roles, in line with the ambitions
of the Long Term Plan.

DIMENSIONS

The Head of Practice Education and Widening Access will work to deliver the Trusts
overarching education and workforce plan, taking lead responsibility for the implementation
of the pre and post qualification education and for all aspects of widening access and
apprenticeships. This will include ensuring the Trust develops a robust future talent pipeline
and contributes to activities which support the development of an increasingly diverse
workforce at all levels across the Trust.

The post holder will also take lead responsibility for managing the relationship with Health
Education England and NHS England (and others bodies where relevant) with respect to
identifying, obtaining and managing available funding streams and for working with clinical
leads to support the development of new clinical roles. The postholder will also help
oversee relationships with local universities and with other education leads across the
Gloucestershire Integrated Care System (ICS). These responsibilities extend across
Community (physical health), Mental Health and Learning Disability services, across all
clinical areas and for all professions, including working across the ICS from a whole system
perspective.

The postolder will also take a pivotal role in developing the Trusts strategy for clinical
leadership education. This will including working closely with the Head of Leadership and
Organisational Development, but also with the Director of Nursing, Therapies & Quality, the
Chief Operating Officer and the Trust’s Heads of Profession to design programmes of
activity which enable more clinicians - from all professional backgrounds - to feel supported
and confident to take on an increasing number of senior and strategic leadership roles, in
line with the ambitions of the Long Term Plan.

The role sits within the OD, Learning and Development Team which provides a wide range
of learning and development opportunities for colleagues working for the Trust (c 5000
staff). The Team also works closely with a number of partner organisations including Social
Care organisations, other NHS organisations, external agencies and private/voluntary
organisations.

The wider Team also provide the strategic direction for cultural change, helping maximise
the effectiveness of leaders, managers and supervisors across the Trust, and ensuring the
delivery of a fair and inclusive culture, which supports staff health and wellbeing and in
which staff feel valued and motivated.

CORE KEY RESPONSIBILITIES

The Postholder will be expected to:

 Provide the strategic and operational lead for a range of ‘widening access
programmes’ including nurse associate practitioners / clinical higher apprenticeships,
student practitioners, pre-registration programmes, return to practice and
preceptorship programmes for all newly registered professionals: this will include
ensuring the Trust develops a robust future talent pipeline and contributes to
activities which support the development of an increasingly diverse workforce at all
levels across the Trust.
 Act as the strategic and operational Trust lead for placement capacity, quality
assurance, operational effectiveness, standards of MSc/BSc teaching / assessing /
research and educational outcomes generated by the Trust’s nurse mentors and
clinical placements across mental health, physical health and learning disability
services.
 Work closely with the Head of Leadership and Organisational Development, the
Director of Nursing, Therapies & Quality, the Chief Operating Officer and the Trust’s
Heads of Profession to design programmes of activity which result in more clinicians
- from all professional backgrounds - taking on an increasing number of senior
leadership roles.
 Oversee the development and implementation of the Trusts vision for Clinical
Education, ensuring appropriate collaboration with, and input from a wide variety of
stakeholders at all levels across the Trust, the ICS and from Higher Education
Institution as required.
 Provide educational advice, support and guidance across the Trust and to relevant
stakeholders. This will involve assimilating complex information and will require
advanced levels of analysis and judgment over a range of options.
 Develop a range of education and training interventions to support pre-registration
and post-registration learning and development.
 Provide a range of in depth and complex information about a range of educational
interventions and offers, including the number of students to support future workforce
planning.
 Work with Universities, Occupational Health and others to support learners with
additional learning support and ensure appropriate reasonable adjustments are
implemented.
 Ensure that systems are in place to provide assurance to the Trust that education
and training initiatives are delivered to students in an appropriate manner to meet the
future needs of the Trust.
 Oversee processes for monitoring student performance in all aspects of education,
ensuring that they comply with awarding body, registrant body and professional body
requirements.
 Be responsible for adherence to Quality Assurance frameworks associated with
education and learning, ensure that all requirements are in place to meet inspections
such as CQC.
 Plan and organise a wide range of complex activities and training programmes,
ensuring appropriate plans are in place and resources are applied, for example
securing internal and external trainers.
 Oversee the development of a wide range on initiatives which support the widening
access and Think Future agenda, including encouraging new clinical pathway
development and working closely with HR and Recruitment Teams to ensure the
Trust is able to develop a future talent pipeline which also supports the development
of an increasingly diverse workforce.
 Working closely with the Head of Leadership and Organisational Development, the
Chief Operating Officer and Director of Nursing, Therapies & Quality, design
programmes of activity which enable more clinicians - from all professional
backgrounds - to take on an increasing number of strategic leadership roles, in line
with the ambitions of the Long Term Plan.
 Provide effective, supportive line management of a small team who work to deliver
the Trusts Practice Education and Widening Access and Apprenticeship strategies
and activity. This will include ensuring there are systems in place for the regular
review of individual performance, the provision of constructive feedback and advice,
and the development of a culture of openness and supportive team working.
 Help support a fair and open learning culture which encourages and enables
members of the workforce, wherever they work, to access development
opportunities.
 Produce a wide range of reports related to education and training, ensuring they are
well written, appropriately succinct and professionally presented.
 Be responsible for developing, implementing and auditing policies.
  Be responsible for the implementation of national guidelines and requirements that
impact learning and development.
 As required, facilitate the development of e-learning/distance learning packages,
internet/intranet based learning materials and other information delivery packages,
including using enhanced digital technology wherever possible.
 Work with service delivery and clinical quality colleagues to identify and support
clinical training needs.
 Work closely with other members of the Learning and Development team to ensure
mandatory training and other training provision meets the identified professional
development needs of clinical staff.
 Lead on communication with relevant awarding/approving/validating bodies to
include monitoring and audit where appropriate.
 Participate in regular and relevant clinical audits and assist in the implementation of
findings, promoting effective and appropriate use of evidence-based practice.
 Lead projects and meetings, including taking the Chair as required and deputise for
the Associate Director: OD Learning and Development as needed.
SPECIFIC KEY RESPONSIBILITIES

Professional Responsibilities
 Act in accordance with the Codes of Professional Conduct specific to professional
registration.
 Ensure that all policies, procedures and guidelines; and any patient leaflets are
relevant, evidence based and up to date.
 Supervise and act as an experienced practitioner for consultative purposes for other
staff working in service and outside disciplines.
 Actively encourage multi-disciplinary approaches to care.

Responsibility for Finance

 Raise any potential efficiency savings or anticipated budgetary pressures as
appropriate.
 Ensure a balanced budget within area of responsibility.
 Manage the education budget within the non-medical Learning and Development
agreement.
 Manage any external funds with due care and diligence, including working with
Finance Teams, with HEE and across the ICS to ensure timely reporting as required.

Responsibility for Human Resources

 Provide mentorship, coaching, supervision and shadowing opportunities to
individuals in order to support development.
 Chair and sit on interview and/or disciplinary panels as requested.
 Lead and manage the recruitment process for newly qualified/return to practice
nurses to the Trust.
 Line manage staff, being responsible for undertaking annual appraisals, return to
work interviews and sickness absence management and overseeing mandatory
training compliance.
 Provide constructive feedback to staff on their performance taking remedial action
when performance falls below the required standard.
 Contribute to the development of new roles.
Responsibility for Teaching
 Responsible for the educational development of training and development
programmes, including teaching where required.
 Ensure a supportive learning environment exists for all staff.
 Deliver formal presentations on a variety of subjects and to various audiences both
within the organisation and to external organisations.

Research and Development

 Participate in Trust projects and any relevant committees and working groups as
required.
 Lead task and finish groups on a variety of practice related issues as directed.
 Maintain high level of awareness of current identified best practice across the range
of clinical professions.
 Initiate, implement and critically analyse research and development activities, to
inform practice and make recommendations to clinical teams, for the Trust and
across the wider ICS as required.
 Identify, maintain and improve the quality of care through evidence based practice.

Responsibility for Information Resources

 Ensure systems are in place with regards to the maintenance of relevant training
records within areas of responsibility.
 Responsible for producing and presenting formal reports in relation to professional
practice issues.
 Responsible for co-ordinating, monitoring and implementing policy and guideline
development.
 Utilise the trust’s IT resources appropriately and in adherence with policies and
procedures.
 Maintain legible and accurate patient and staff records as required including the use
of electronic systems.
 Produce agendas for meetings and a range of complex correspondence.
 Identify, analyse and interpret information and apply it appropriately to support the
development and delivery of clinical practice.
 Develop effective and appropriate networks for sharing best practice.
 Produce reports to communicate need and set targets for discussion and decision.
 Undertake project evaluation.

Personal Responsibilities
 Communicate information to work colleagues and members of the Trust, using tact
and diplomacy, acting as a role model for the Trusts values and leadership
behaviours.
 Support people to ‘speak up’ so that their thoughts, ideas and concerns are heard.
 Help and support others in their personal development; maintain their own personal
development by taking an active part in learning opportunities and also keep an up to
date record of their own development review process.
 Act in ways that support equality and value diversity, treating everyone with dignity
and respect and recognising and reporting behaviour that undermines equality and
diversity.
 Deputise for the Associate Director of OD, Learning and Development as required.
ORGANISATIONAL CHART

Director of Nursing, Therapies & Associate Director – OD and Learning

Quality and Development

Head of Practice Education and Widening

Participation

Practice Education Lead – Mental Apprenticeship & Widening Access

Health & Learning Disabilities Lead

Practice Education Facilitator

Apprenticeship & Widening Access
Team
Assistant Practice Education Facilitator
TNAs

COMMUNICATIONS AND WORKING RELATIONSHIPS

 Communicate complex messages effectively and productively with a range of staff at

all levels in the Trust up to Board and Non-Executive Director level. This includes a
wide range of methods to communicate including business cases, Board reports,
management reports, formal presentations to large numbers of people and more
intense one to one interactions.
 Build and maintain positive and productive relationships both in the achievement of
objectives and as an expert in practice education, widening access, apprenticeships
and clinical development more broadly; specifically to the Director of HR and OD; the
Director of Nursing, Therapies & Quality and the Chief Operating Officer, but also
with other Directors, Deputies, Associate Directors and Senior Clinicians and
leaders/managers at all levels in the Trust.
 Build and sustain successful working relationships with colleagues in other Health
and Social Care agencies and Trusts to foster a strong ethos of partnership working.
 Build strong networks with HEE and a wide range of Higher Educational Institutions,
Apprenticeship training providers and other providers of training and educational
provision. Work effectively and productively with all colleagues across the Trust
including HR, Communications, Management Information, Freedom to Speak Up,
Working Well to support the delivery of the roles core responsibilities.
 Function as a practicing registered professional in line with Codes of Professional
Conduct.
 Supervise and act as an experienced registered practitioner for consultative
purposes for other staff working in the service and outside disciplines.
 Actively encourage multi-disciplinary approaches to patient care.
EFFORT AND HEALTH & SAFETY FACTORS

 Take personal responsibility for minimising health, safety and security risks while
also supporting others to do likewise
 Office environment with regular attendance at meetings
 Facilitation of groups, individual coaching sessions, and training delivery.
 Sustained mental focus and effort is required for analysis of complex, ambiguous
and sensitive subject matter and to produce detailed, accurate and comprehensive
data analysis, commentary, benchmarking and reporting
 Large portions of desk-based time, including attending meetings which will be held
across various sites.
 Requirement to travel between meetings, and to attend meetings within the county,
at regional venues and, on occasion, at national events.
 VDU use a significant part of the role and requirement to sit for extended periods of
time every week
 Regular requirement for high levels of concentration to write and read reports,
analyse data and draw conclusions/recommendations; preparing presentation/
facilitation materials
 Requirement for prolonged concentration on complex issues despite frequent
unexpected interruptions from face to face and telephone callers, emails etc which
require urgent attention necessitating rescheduling of priorities.
 Exposure to circumstances which require high levels of diplomacy, tact, giving of
constructive feedback, sensitivity/responsiveness to ambiguous and challenging
leadership and team scenarios. These require effective personal emotional control
and resilience; provision of pastoral support, coaching, conflict resolution and active
listening skills.

MOST CHALLENGING PART OF THE JOB

 To develop appropriate training, practices and interventions that will bridge the gap
between current practice and the desired aspirations of the Trust, in line with its
strategies and in line with the national guidance and best practice (including the
Long Term Plan). Achieving this required change is impacted by many variables and
the post holder will need to understand these variables and where the focus needs to
be, and how they need to vary their behaviour and approach, and build allies in order
to achieve this change.
 The post holder will need to deliver change making the best use of limited resources
and monopolising on opportunities to bid for any external funding either local,
regional or national.
 Meeting stretching reporting and contractual deadlines in pressured situations which
is mentally challenging
 Addressing the challenge of explaining difficult concepts to others who may or may
not wish to hear them.
 Thinking and working across the system with NHS and other providers to address
workforce and clinical leadership challenges, to come up with solutions agreed by all.
  Introducing new concepts, approaches behaviours and ways of working to people
with different perspectives, backgrounds, skills and capabilities, including being able
to gain supporting for ideas across clinical pathways and systems.

GENERIC RESPONSIBILITIES – ALL POST / ALL EMPLOYESS

The following are applicable to all posts and all employees:

Trust Values
The post holder will be expected to work in line with the Trust values which are:
 Working together
 Always improving
 Respectful and kind
 Making a difference

General Duties
To undertake any other reasonable duty, which is appropriate to the band when requested
by senior staff.
To be familiar with and comply with all Trust and departmental policies, procedures,
protocols and guidelines.
To demonstrate an understanding and commitment to Trust values and Staff Charter.

Professional and Personal Development

All staff must ensure that they are aware of their responsibilities by attending the Trust
Mandatory Training and Induction programme.
All staff will have a formal appraisal with their manager at least every 12 months. Once
performance/training objectives have been set, the staff member’s progress will be
reviewed on a regular basis so that new objectives can be agreed and set, in order to
maintain progress in the service delivery.
Those with management/supervisory responsibility are required to ensure that their direct
reports have an appraisal in line with Trust policy.
All staff will be expected to take responsibility for their own professional development and
will be supported by the Trust to achieve development opportunities as appropriate.

Infection Control
All staff have a responsibility to ensure that infection control policies, procedures and
guidelines are adhered to and to support the Trust’s commitment to preventing and
controlling healthcare associated infections (HAI).

Health and Safety

All staff have a responsibility to maintain health and safety of self and others within the
performance of duties in accordance with Trust health and safety policies, and to undertake
specific health and safety responsibilities as directed. All staff have a responsibility to
adhere to the Trust’s Risk Management Policies & Procedures.
All staff are required to contribute to the control of risk, and must report immediately any
incident, accident or near miss involving patients, service users, carers, staff, contractors or
members of the public using the Trust Datix system.
Confidentiality
All staff may gain or have access to confidential information about the diagnosis or
treatment of patients, information affecting the public, private or work related staff
information, or Trust matters. A breach of confidentiality will have occurred where any such
information has been divulged, passed (deliberately or accidentally) or overheard by any
unauthorised person or person(s). Breaches of confidentiality can result in disciplinary
action, which may involve dismissal.

All staff must maintain a high standard of quality in corporate and clinical record keeping,
ensuring information is always recorded accurately, appropriately and kept up to date. Staff
must only access information, whether paper, electronic or in other media which is
authorised to them as part of their duties.

All staff must ensure compliance with the data protection legislation.
Safeguarding: Adults and Children (Section 11 of the Children Act 2004)
Safeguarding: Adults (Care Act 2014) and Children (Section 11 of the Children Act 2004)
Every member of staff has a responsibility to be aware of and follow at all times, the
relevant national and local policy in relation to safeguarding children and safeguarding
adults. This includes keeping up to date with relevant training and seeking supervision.

Senior Managers
Under Section 11 of the Children Act, senior managers have a duty to safeguard and
promote the welfare of children and young people. There should be a culture of listening to
children and taking account of their wishes and feelings (with individual decisions and
development of service); effective inter-agency working with awareness of information
sharing procedures; safe recruitment and effective Allegations Management procedures in
place.
Under The Care Act 2014, there is a requirement to demonstrate compliance with the 6 key
principles of the Act: Empowerment, Prevention, Proportionality, Protection, Partnership
and Accountability in relation to Safeguarding Adults – Making Safeguarding Personal.

Freedom of Information
All members of staff must be aware of their responsibilities under the Freedom of
Information Act 2000. The Act gives individuals or organisations the right to request
information held by the Trust. Staff must manage information they hold in such a way that
meets the requirements of the Act. All requests for disclosures under the Act must be
passed to the Freedom of information Officer.

Working on Non-Trust Premises

All staff when working on non-Trust premises are bound by Trust policies and procedures,
including home working policy; IT security policy; email and internet acceptable use policy
information.

Smoke Free Premises

The Trust is committed to protecting and improving the health and welfare of staff, service
users, carers, visitors and contractors, and protecting smokers and non-smokers from the
health dangers of second-hand smoke. Therefore all Trust premises are ‘smoke free’ and
staff (and external contractors and visitors) must refrain from smoking in Trust buildings,
vehicles and grounds.
Diversity and Promoting Dignity at Work
The Trust recognises the contribution of all employees to deliver responsive and quality
services. We expect staff to value and respect the diversity of those who use or contact our
services and to respond to the differing and diverse needs of others. We aim to have an
environment free of bullying or harassment which would create an intimidating and
unpleasant atmosphere impacting on staff wellbeing and service delivery. We want staff to
be able to report issues knowing they will be dealt with promptly and sensitively.
All forms of bullying and harassment are unacceptable and will not be tolerated.

This job description seeks to provide an outline of the duties and responsibilities of the
post. It is not a definitive document and does not form part of the main statement of Terms
and Conditions. The job description will be reviewed as part of the annual appraisal
process and will be used as the basis for setting objectives.

Data Quality
The Trust recognises the role of reliable information in the delivery and development of its
services and in assuring robust clinical and corporate governance. Data quality is central to
this and the availability of complete, comprehensive, accurate and timely data is an
essential component in the provision of high quality mental health services. It is therefore
the responsibility of all staff to ensure that where appropriate, information is recorded, at all
times, in line with the Trust’s Policy and Procedures for Data Quality

On Call Rota (Band 8a and above only)

The Trust provides an on-call rota to ensure that appropriate senior clinical and operational
expertise is available on a 24 hours a day, 7 days a week basis, so that significant issues
are managed, patients receive continued quality of care and staff on duty out of hours and
at weekends have access to the right support at all times. You are therefore required to
participate in the Trust’s on-call rota (clinical or operational) subject to an assessment of
knowledge, skills and experience. Full training and support will be provided.

This job description seeks to provide an outline of the duties and responsibilities of the post.
It is not a definitive document and does not form part of the main statement of Terms and
Conditions. The job description will be reviewed as part of the annual appraisal process and
will be used as the basis for setting objectives.

Physical Intervention Descriptors

Working Well Pre-employment Assessment

Breakaway – Practical training in Breakaway techniques is intended to enable staff to
reduce the likelihood, and risk of personal injury due to aggressive verbal or physical
behaviour of others by providing evasion and self-protection strategies (clinical and non-
clinical). Training involves a degree of physical exertion; trainees are required to stand for
the duration of the practical training session and to make controlled body movements. This
will include the ability to adopt a stable body position to prevent being pulled or pushed off
balance, be able to shift body weight rapidly, and to achieve some limited rotation of the
torso.
 PERSON SPECIFICATION

Job title: Head of Practice Education and Widening Participation

Job code:
Band:
Location:
Accountable to:

QUALIFICATIONS ESSENTIAL / METHOD OF

DESIRABLE ASSESSMENT
Registered health professional with current registration Essential Application Form
Post registration qualification Essential Application Form
Master’s degree or evidence of experience at Masters Essential Application Form
level and Interview
Recognised teaching/assessing qualification. Essential Application Form
and Interview
Postgraduate education/teaching qualification or Desirable Application Form
equivalent experience. and Interview
Leadership/Management Qualification at degree level, Essential Application Form
or equivalent experience. and Interview

LENGTH AND / OR NATURE OF EXPERIENCE ESSENTIAL/ METHOD OF

DESIRABLE ASSESSMENT
Current and substantial experience of working within a Essential Application Form
large, complex, service-focused health setting. and Interview
Current and substantial experience of working within an Desirable Application Form
NHS setting. and Interview
Significant post registration experience, including Essential Application Form
experience of working effectively at a senior clinical and Interview
leadership level.
Experience of successfully implementing change and Essential Application Form
introducing innovative, evidence-based practice. and Interview
Experience of managing teams Essential Application Form
and Interview
Experience of risk assessment Essential Application Form
and Interview
Experience of conducting research and audit Essential Application Form
and Interview
Experience of writing and submitting successful bids for Essential Application Form
funds, and monitoring and reporting of subsequent and Interview
activity.
Experience of successfully sponsoring and overseeing Essential Application Form
projects from project initiation through to delivery. and Interview

Budget management knowledge and experience – Essential Application Form

including effectively managing resources and meeting and Interview
the challenge of increasing financial pressures,
including overseeing external funding streams.
Experience of achieving behaviour change through Essential Application Form
educational delivery/input. and Interview
Experience of managing/overseeing significant research Essential
and development activity.

PROFESSIONAL / MANAGERIAL / SPECIALIST ESSENTIAL/ METHOD OF

KNOWLEDGE DESIRABLE ASSESSMENT
Evidence of compassionate, supportive and inclusive Essential Application Form
leadership skills, including the ability to role model desired and Interview
leadership behaviour.
Substantial knowledge of practice education and clinical Essential Application Form,
education, including widening participation initiatives, Interview &
clinical placements and tariffs and apprenticeships. Presentation.
Ability to identify and provide effective educational Essential Application Form
solutions to address workforce training needs, helping and Interview &
support clinical practice and improve service outcomes. Presentation.
Ability to provide effective, evidence based educational Essential Application Form
programmes/ teaching input including both formal and and Interview &
informally delivery. Presentation.
Experience of research and/or audit Essential Application Form
and Interview
Evidence of ongoing Continuing Professional Essential Application Form
Development in a relevant field(s). and Interview
Willingness to take an active role in Clinical Essential Application Form
Supervision/Supervision. and Interview
Excellent digital skills, including experience and Essential Application Form,
knowledge of Microsoft packages; internet development Interview and IT
and confident in the use of digital technologies and Assessment
computerised information systems.

PERSONAL SKILLS ABILITIES AND ATTRIBUTES ESSENTIAL/ METHOD OF

DESIRABLE ASSESSMENT
Highly effective influencing, coaching and interpersonal Essential Application Form
skills. and Interview
Ability to write accurate, succinct, well –presented and Essential Application Form,
clear reports, bids, guidelines and other documentation. Interview &
Presentation
Initiative, resilience and drive to achieve results. Essential Application Form
and Interview
Ability to identify and provide effective educational Essential Application Form
solutions to address workforce training needs, helping and Interview
support clinical practice and improve service outcomes.
Able to demonstrate exemplary behaviours in line with the Essential Application Form
Trust’s values and leadership behaviours. and Interview
Ability to demonstrate a compassionate and inclusive Essential Application Form
leadership style. and Interview
Highly organised with an ability to plan long term and Essential Application Form
complex activities across service directorates, across the and Interview
Trust and, where needed, across the ICS.
Courage to challenge the status quo and implement Essential Application Form
improvement. and Interview
Able to influence and negotiate at a strategic level, Essential Application Form
including working across organisational boundaries. and Interview
Ability to analyse highly complex facts and information, Essential Application Form
and to compare options in order to decide on the and Interview
appropriate course of action.
Experience of gathering, manipulating and presenting Essential Application Form
quantitative and qualitative information to stimulate and Interview
clinical and educational improvement and provide
assurance on data integrity.
Demonstrable insight into and understanding of Essential Application Form
workforce and educational needs for a range of clinical and Interview
professions including nursing and allied health
professionals.

OTHER REQUIREMENTS ESSENTIAL/ METHOD OF

DESIRABLE ASSESSMENT
Ability to travel regularly across the county between Essential Application Form
sites and for meetings, to regional and Interview
meetings/conferences and on occasion nationally with
the rare need for overnight stay.
Ability to undertake all statutory and mandatory training Essential Application Form
(including Breakaway training) subject to Occupational and Interview
Health clearance)