Screening Nurse

Endoscopist

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CONTENTS

1 The Post

2 Main Tasks required of the Post

3 Duties and Responsibilities of the Post

4 Learning and Development Facilities

5 Probationary Periods

APPENDIX 1

A1 Person Specification

A2 Trust Profile

A3 Organisational Structure

A4 Divisional Services

A5 Health and Safety

A6 Equality Impact Statement

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POST TITLE: Screening Nurse Endoscopist

POST REFERENCE: 372-SURG

BAND: 8b

ACCOUNTABLE TO: Clinical Director, General Surgery & Specialist Services

RESPONSIBLE TO: Clinical Director/General Manager – General Surgery &

Specialist Services
BASE: Calderdale Royal Infirmary / Huddersfield Royal Hospital

1. THE POST

Post Description

The post holder will already have significant experience and clinical expertise in lower
gastrointestinal screening endoscopy. As bowel cancer screening clinical director, they will be
accountable for the delivery of the bowel cancer screening programme across the CHFT and MYHT
area with support from the Surgical Division at CHFT. This will incorporate overseeing the delivery
of services across two trusts and reporting to the regional and national boards ensuring that bench
marked KPI’s are monitored and, where improvement required action such changes are embedded.

The post holder will liaise frequently with senior teams from two trusts ensuring that service delivery
of the BCSP fulfils the SOP’s of two areas and that the delivery of pre-procedure advice and
medication is within agreed protocols of the two trusts and 5 CCG’s. This programme consists of the
delivery of BOSS lists (flexible sigmoidoscopy to those aged 55) cross the screening patch of MYHT
and CHFT in addition to the national bowel cancer screening programme, screening those between
the ages of 60 and 75 with a two-yearly FIT/FOBT stool test.
The post holder will liaise with national screening personnel to ensure that delivery of service is
within remit and oversee the completion of any required documentation pertaining to service audit or
adverse screening events.

The post holder will be able to work autonomously having the necessary experience training, skills
and knowledge to support and advise the wider bowel cancer screening team in the selection,
assessment, management and treatment of individuals participating in the bowel cancer screening
programme.

A major responsibility of the post holder will be to provide the necessary leadership, training and
teaching to support further recruitment, development, mentorship and preparation to secure
expansion of both the medical and non-medical workforce. This will facilitate the current and future
delivery of the BCSP across the two trusts (MYHT and CHFT).

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2. MAIN TASKS REQUIRED OF THE POST

Main Tasks

Communication and Relationship Skills

 The post holder will establish and maintain excellent communications with various
individuals, professional groups and organisations which include complex issues within a
range of situations e.g. patient assessment, suitability for screening, skills assessment,
capacity (informed consent), adverse incidents, missed lesions.

 The post holder will be able to communicate complex interventions, treatments, risks and
outcomes to individuals, carers and families participating within bowel cancer screening
programmes commensurate with their level of understanding, language and with respect for
equality and diversity.

 The post holder understands and applies the legal safeguarding framework that supports the
identification of vulnerable adults and acts upon concerns in accordance with the Law,
National Guidance and Trust Policies and Guidelines.

 The post holder will be skilled at delivering bad news to patient’s, families and their carers as
an outcome of the screening examination ensuring further staging investigations are
requested, have access to on-going support and have a named contact and number for
further enquiries, questions, concerns or just want to talk.

 The post holder will demonstrate multidisciplinary working in the assessment, management
and decision-making for determining screening modalities for individuals whom have
complex needs and multiple comorbidities participating within the bowel cancer screening
programme.

 The post holder will demonstrate high standards of clinical and professional practise to
ensure the screening team meets and/or exceeds performance and quality standards for
screening colonoscopy.

 The post holder will engage in behaviours and attitudes which ensure a flexible approach to
solutions which provide equitable delivery and cover of the Screening Service

 The post holder will work collaboratively with the Screening Centre Programme Manager
and discipline leads (Radiology, Colonoscopy, Pathology, Nursing and Administration) to
monitor, identify, report and where applicable, correct poor quality and performance.

 The post holder will engage and ensure good working relationships with Screening and
Immunisation Teams and the Screen Quality and Assurance Service (SQAS) as part of the
Centre’s participation in external performance and quality review processes.

 The post holder will engage within the Centre’s Clinical Governance commitments ensuring
a good understanding of the Centre’s lines of accountability and responsibility, participating
in the reporting and investigation of incidents and attending the Centre’s Clinical and
Business Meetings.

 The post holder will have demonstrated experience in communication at senior level cross
trusts and with the local and regional BCSP teams

 The post holder with act as a Trust wide senior nurse endoscopist representative in multi
professional environments and managerial forums internally and externally to the
organisation.
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  The post holder will support the implementation of the Trusts governance and risk strategies
within the BCSP and ensure that there is integration of these with national screening
requirements.

 The post holder is responsible to lead quality assurance activities within the screening site
and within the endoscopy unit.

Knowledge, Training and Experience

 The post holder will demonstrate in-depth knowledge and understanding of the FOBT and
Bowel Scope Screening Programmes.

 The post holder has in-depth knowledge, understanding and experience of patients with
lower gastrointestinal diseases and disorders and is able to interpret endoscopic findings,
distinguishing benign disease from potential/actual malignant disease and instigate
appropriate actions and management for timely further investigation and/or Specialist
Consultant referral.

 The post holder works autonomously in performing highly skilled lower gastrointestinal
endoscopic diagnostic and therapeutic screening procedures upon participants requiring
sedation, non-sedation and if applicable, working with anaesthetists to deliver screening
procedures requiring deep sedation (Propofol) and/or General Anaesthesia.

 The post holder utilises knowledge, skills and expertise to undertake assessment, diagnosis
and treatment of individuals participating within bowel cancer screening programmes.

 The post holder will be a JAG accredited screening Endoscopist who meets performance
and quality KPI’s determined by the clinical accreditation and standards committees of
National Cancer Screening Programmes and prospectively submits such data openly and
transparently for scrutiny in maintaining continued professional validation and screening
accreditation.

 The post holder will be experienced in the recognition, management and treatment of lesions
within the colon and rectum, including possessing minimum Level 2 polypectomy skills, the
immediate treatment of polypectomy bleeding and the use of High Definition Endoscopes,
image enhancement modalities (e.g. NBI, i-scan etc.), scope guide/pilot and endoscopic
accessories.

 The post holder will, as part of their own and identified clinical professional development,
maintain and update knowledge and skills within specialist field and utilises this to affect
changes in practice commensurate with the on-going development and expansion of bowel
cancer screening programmes and engages in the dissemination of new knowledge and
innovative ways of working.

 The post holder will provide teaching and training opportunities as part of developing a
sustainable non-medical and medical screening endoscopy workforce being able to teach
trainees in colonoscopy and polypectomy.

 The post holder will meet regularly with colleagues within endoscopy ensure that the
endoscopy procedures are delivered in accordance with common agreed protocols and that
outcomes are monitored and maintain nationally agreed standards within JAG

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 Analytical Skills

 The post holder is be able to analyse and interpret information from a variety of sources to
inform clinical decisions when determining suitability for and modality of bowel screening for
individuals participating within bowel screening programmes, whom have a range of
significant and sometime complex comorbidities.

 Make difficult decisions based on highly complex facts and situations and encourage critical
thinking regarding both ethical and legal issues related to high quality care delivery.

 The post holder will make referrals to other clinicians, GP’s, clinical teams and or allied
professionals/teams in which further investigation and/or treatment is required outside of the
remit of the bowel cancer screening programme (e.g. inflammatory bowel disease, colorectal
cancer) or the participant is now out of the eligible age range for adenoma surveillance.

 The post holder assists in complex audits and supports analyse of findings to inform current
performance, operational activities and untoward incidents/events.

 The post holder will be able to initiate and lead treatment and management interventions to
deal with complications as a result of screening colonoscopy (e.g. post-polypectomy
bleeding, perforation), is able to make clinical judgements under pressure to deal with the
clinical situation decisively.

 The post holder will, has part of clinical governance and professional practice, participate
within a clinical supervision framework (to be agreed with the Clinical Director) with the
Clinical Director to reflect upon screening colonoscopy practice in order to share, analyse
and learn from clinical situations especially unexpected or complex events.

 The post holder will be involved in the training, mentorship and assessment of trainee lower
gastrointestinal endoscopists, irrespective of professional discipline, providing analysis of
technical and non-technical skills progression and competency.

 The post holder will participate in the mentorship of bowel scope candidates (and/or Screen
Colonoscopy Candidates depending on Post Holder Accreditation Status) providing analysis
of technical and non-technical skills and making judgements on candidate suitability and
ability for progression to accreditation readiness and assessment.

Planning and Organisational Skills

 The post holder will manage his/her diary and time to ensure that timetabled clinical
commitments are met on both sites and external organisations, giving at least 8 weeks’
notice in the event of planned absence.

 The post holder, where possible and appropriate, will provide service cover to support
sustainability and reliability of the bowel cancer screening service.

 The post holder will support the Clinical Director and Programme Manager in the continued
rollout of the bowel scope screening service utilising own experience and expertise to ensure
a timely implementation across CHFT.

 The post holder will plan and organise a programme of mentorship to up skill and prepare
eligible endoscopists (Medical and Non-Medical) for bowel scope and FOBT screening
accreditation (skills and knowledge).

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  The post holder will work with the endoscopy matron, charge nurses and service managers
contributing towards service planning, recruitment, induction, appraisal and personal
development planning.

 The post holder will work with the clinical management team to ensure that staffing levels
are adequate to facilitate safe and timely delivery of the service.

 The post holder will work with colleagues to ensure that the endoscopy service delivers the
KPI’s within screening and service to maintain provision.

Physical Skills

 The post holder will have high level hand-eye coordination and high level of dexterity in order
to perform screening (and advanced) lower gastrointestinal diagnostic and therapeutic
procedures with minimal harm to the patient.

 The post holder will have skills in verbally assisting or taking over very technically
challenging lower GI endoscopy to complete examination or support decision not to
complete taking into account all aspects of procedure, situation and patient wishes.

RESPONSIBILITIES

Responsibilities for Patient/Client Care

 The post holder as an accredited screening endoscopist, will through the provision of a
highly specialist clinical and technical service, will undertake lower gastrointestinal screening
endoscopy performing therapeutic interventions (Polypectomy, EMR) commensurate with
skills level and experience.

 The post holder will, as an accredited endoscopist, provide informed choices with regards to
sedation and analgesia and ideally should be a non -medical prescriber. Attributable skills
will include competence in the administration and monitoring of conscious sedation including
the use of reversal agents and resuscitation equipment in the event of complications due to
conscious sedation administration (e.g. desaturation, respiratory/cardiac arrest,
anaphylaxis).

 The post holder will determine appropriate management plans depending on the outcome of
the lower gastrointestinal screening endoscopy with reference to National Bowel Screening
Programme guidelines and pathways (e.g. adenoma surveillance pathways, cancer
pathways).

 The post holder will be responsible for the management and smooth running of the
screening centre, ensuring that pre- arranged pathways are in place for referral of patients
from the screen.

SOP’s.

 The post holder will refer patients with a diagnosis or suspicion of colorectal cancer to the
appropriate Colorectal MDT taking responsibility for ensuring further staging investigations
are requested in a timely manner.

 The post holder will also refer large and/or complex benign polyps that he/she may have
detected during lower gastrointestinal screening endoscopy and will coordinate further
interventions with the Specialist Screening Practitioner and the patient to ensure the decision
outcome of the MDT is clearly communicated, discussed with the patient and scheduled in a
timely manner.
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  Where non cancer conditions (and or diseases) are detected at screening endoscopy (e.g.
Inflammatory Bowel Disease) the post holder will ensure that the patient’s GP is either
advised or informed that a referral has been recommend or made respectively. If the finding
is acute and requires urgent attention then the screening endoscopist is responsible for
referring the patient to the appropriate medical/surgical team (e.g. acute inflammatory bowel
disease, bowel obstruction, complication such has perforation or bleeding that is not
responding to haemostatic therapy).

 The post holder will be responsible that the above actions whether delegated or not are
acted upon.

 The post holder will work closely with the Programme Manager and discipline leads to
ensure that patient pathways, supporting guidelines, procedures and SOP’s are current,
reflect the standards and expectations of the National Bowel Cancer Screening Programme
and are regularly reviewed as part of the wider governance of the screening centre.

 Where no guidance or evidence-base exits the post holder will use expertise and experience
to make clinical judgements which attempts to solve the problem(s) or issue(s) the situation
presents, with the patients interests and safety at the forefront consulting with colleagues
and peers across disciplines. This includes the ability of the post holder to instinctively
recognise situations which are beyond their skills and experience reducing any delays or
harm has the situation/issue presents and evolves.

 The post holder will attend the monthly BCSP locality meetings and quarterly programme
boards in addition to contributing to the wider operational and governance activities of the
screening centre.

 The post holder will complete contemporaneous and legible records documenting all care,
judgements, decisions, actions and referrals.

 The post holder will challenge actions/care within the programme which he/she believes in
their professional and clinical opinion is not with the expected standards or care for the
bowel cancer screening service, the organisation and/or puts patients at risk of harm.

 The post holder will investigate and/or support the investigation of incidents, in keeping with
Trust and National Screening Programmes Policies and Procedures for the investigation and
management of incidents and duty of candour. They will share/feedback any lessons learnt
from this including the review or introduction of policies, guidelines, procedures and SOP’s.

 The post holder must consistently meet the rigorous national quality and KPI standards that
require high detection rates

 The post holder will be responsible for reviewing the performance of endoscopists within the
screening centre and ensure that their adenoma detection rates and caecal intubation rates
are maintained to the standards expected by the screening programme. Where this falls
short, the post holder is able to advise and provide a structured process to correct this.

Responsibilities for Policy and Service Development

 The Screening Centre is a standalone service providing care across geographical

boundaries and across two Trusts. The post holder will be responsible for further developing
the polyp MDT so that referrals, discussions and outcomes are communicated and acted
upon in a timely manner with secure documentation of these via Trust EPR systems and
these are embedded within the activities of the of the Screening Centre and wider
endoscopy service across all two Trusts.

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  The post holder will review, publish and implement the management of large non-
pedunculated colorectal polyp guidelines utilising the MDT experience and outcomes to
date, across the screening centre including host trust.

 The post holder will support the development and any supporting
guidelines/policies/procedures with a particular responsibility for the wider non-medical
screening endoscopist workforce, across all partner Trusts, which will ensure a more robust
and sustainable screening service has the service expands with the continued rollout of
bowel scope and Faecal Immunochemical Testing (FIT).

 The post holder will support and lead on service or policy developments which the wider
team can enhance and improve on the patients’ experience within the screening centre (e.g.
taking of bowel preparation, feedback from patients of having a lower gastrointestinal
screening endoscopy etc).

 Will work with two trusts and associated CCG’s to ensure safe delivery of pre procedure
medication / medication changes, liaising with medical management committees and
developing protocols that are agreeable cross multiple organisations.

Responsibilities for Financial and Physical Resources

 Working with the Clinical Director and Programme Manager, the post holder will ensure
efficient use of resources in meeting the operational activities and performance standards of
the bowel cancer screening centre and wider endoscopy service.

 The post holder will support the Clinical Director and Programme Manager with procurement
processes and procedures advising and/or providing feedback on suitable and cost
effectiveness of equipment and accessories used within the screening programme (e.g.
endoscopic accessories, endoscopes) and wider endoscopy service.

 Working closely and flexibly with the Clinical Director and Programme Manager ensure the
continued rollout of the bowel scope screening service across CHFT

 The post holder will ensure that specialist equipment is available within the service for use
with screening service lists as per the National BCSP protocol and is available for service
use lists.

 The post holder is proficient and able and responsible for the use of specialist endoscopy
equipment that is used in the screening programme for removal of large polyps.

 The post holder is responsible for the delivery of BCSP lists for CHFT that generate income
for the trust through HEE contractual obligations.

 The post holder is responsible for the delivery of screening lists at MYHT, utilising CHFT
endoscopists and generating income through HEE contractual obligations.

 The post holder contributes to the division by delivering fiscal income through service lists
within CHFT

Responsibilities for Staff/HR/Leadership/Training

 The post holder will advise the Clinical Director and Programme Manager on the
development and educational needs of the current and expanding screening endoscopist
workforce.

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  The post holder will be involved in the selection and recruitment of screening endoscopists,
especially those non-medical endoscopists who have come through the PHE ‘Fast Track
Training’ programme and are eligible for bowel scope screening accreditation.

 Regularly reviews, updates and implements training and skills programmes in light of new
policies and guidelines.

 The post holder is responsible to PHE through the screening programme with compliance of
nationally required targets. Where deficiencies are noted the postholder is responsible in
conjunction with the unit to address this and fashion a plan of action. The post holder is
responsible for this being implemented and monitoring to ensure resolution and continued
compliance within BCSP regulations.

 The post holder will assist in the training and development of endoscopy colleagues who are
interested in becoming a Screening Endoscopist and aid in the training for removal of large
polyps from the colon in a population who were asymptomatic and are not under a medical
team within the organisation.

 The post holder will assist in the training and development of endoscopy colleagues who are
interested in furthering their endoscopy training.

 The post holder will work within the larger endoscopy team and look at taking lead roles in
service development, training, validation and education.

 The post holder will be directly responsible for the management of endoscopy staff and the
SSP staff whilst actively undertaking screening lists and managing the associated workload
after the list is completed.

Responsibilities for Information Resources

 Supports the Clinical Director in developing and maintaining a system of performance

management to ensure high quality screening lower gastrointestinal endoscopy.

 Supports the Clinical Director utilising a variety and complex data sources, performance
measures, outcomes and information, to develop action plans to support individuals if
performance dips below expected standards and quality.

 Utilising Trust and Bowel Cancer Screening Databases produces a quarterly report of all
screening endoscopists performance (in arrears) in preparation for discussion and review at
Screening Centre Governance Meetings and Trust Performance Meetings.

 Will attend locality and regional meetings relating to service delivery of the screening
programme across the centre footprint.

 The post holder will review Information and expectations communicated at these meetings
and action accordingly facilitated by staff.

 Will ensure compliance with the requirements to NHS cancer screening program regarding
confidentiality, data security and PIAG approval.

Responsibilities for Research and Development

 The post holder will support, facilitate design, implementation and evaluation of any new
developments and/or innovative ways of working which will secure a reliable and sustainable
high-quality bowel cancer screening service.

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  Regularly conducts audits (sometimes complex involving several sources of information,
databases and outcomes) and supports research-based studies to evaluate the
effectiveness of clinical and non-clinical (e.g. innovations in ways of working, new roles etc.)
interventions.

 Contributes to the publication of the above.

 Supports the development of the bowel cancer screening service and wider endoscopy
service which promotes the best possible high-quality experience for participants and
patients respectively.

Freedom to Act/Speak

 The post holder exercises a high degree of personal, clinical and professional autonomy.
 Promotes and shares clinical and professional learning from incidents.

 Makes referrals to other clinicians and clinical teams.

 Organises further investigations including advanced therapeutic interventions, scans, and

histopathology and blood analysis due to outcomes of SSP Clinic Assessments, referrals
received from other clinicians /clinical teams or screen lower gastrointestinal endoscopy
examinations.

 Performs Screening Lower Gastrointestinal Endoscopic diagnostic and therapeutic

examinations commensurate with level of skill and experience.

EFFORT AND ENVIRONMENT

Physical Effort

 The post holder will be required to frequently have moderate levels of sustained physical
effort and dexterity during screening examinations due to the complex anatomical structure
such as the colon.
 There is frequent and sustained use of advanced level therapeutics whilst at the same time
maintaining patient / endoscopist communication, manoeuvring/position changing the patient
to achieve and maintain a stable position (this can be very physically demanding if lesion in
a difficult position (e.g. behind a fold requiring or within a flexure requiring the endoscopist to
perform the therapy with the scope in a retroverted position; where access is very difficult
e.g. tortuous, rigid and narrowed colon due to diverticular disease +/- previous
pelvic/abdominal surgery). ). Patients would be manoeuvred several times during a
procedure and the endoscopist must assist in the moving of the patients whilst maintaining
the position of the scope. This is physically extremely demanding and there is a risk of
perforation if this is not done correctly.

 Post holder requires high level physical effort to meet the higher standard of Key
Performance Indicators within the screening programme.

Mental Effort

 Frequent sustained concentration is required due to the complexities of detecting very subtle
and diminutive mucosal changes, using digital and chemical enhancement to delineate
benign and malignant lesions whilst at the same time using high level physical skills to
maintain therapeutic and stable position within the colon and communicating both to the
patient with regards to care and what is happening and checking comfort plus giving precise
instructions to staff assisting with therapeutic procedures and position changes.

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  Post holder requires high level mental effort to meet the higher standard of Key Performance
Indicators within the screening programme.

 Able to maintain high levels of concentration/effort if interrupted for urgent patient care/staff
needs/service issues.

 The post holder will require high level mental effort for analysis of patient assessment
outcomes, service and clinical performance reports, etc.

Emotional Effort

 The post holder will require high levels of emotional effort due to the nature of screening
(fear of unknown, pain, previous experience etc) to ensure the patient and family have a
positive, high quality care experience to ensure they continue to participate within the
programme (e.g. comes for further surveillance procedures) and encourages others to
engage with the screening programme as a whole.

 The post holder will be frequently responsible for delivering unwelcome or difficult news with
uncertain outcomes (e.g. cancer diagnosis) to patients, families and/or carers and provide
support to them when the information is unexpected and distressing.

Working Conditions

 The post holder will be frequently exposed to highly unpleasant conditions such bodily fluids,
especially faeces/faecal fluid.

 The post holder will be stood for long periods of times surrounded by equipment which can
at times be noisy and generates a lot of heat.

 The post holder will be required to use High Definition Video Display Units, (using various
wavelengths of light for digital enhancement of lesions) for sustained and prolonged periods.

HEALTH AND SAFETY

 In addition to the Trust’s overall responsibility for your health and safety you have a personal
responsibility for your own health and safety. As such you are required to inform your line
manager of any safety issues that you identify, that could affect you or others in the
workplace. You must co-operate with management and colleagues at all times in achieving
safer work processes and work places, particularly where it can impact on others.

 As a Trust employee you will be trained in the correct use of any equipment provided to
improve safety and health within the Trust. You are required to use the equipment when
necessary and as instructed which will include checking the equipment is safe to use, prior to
its use and must report any defects immediately to your line manager.

 You are responsible for the implementation and adherence to Trust safety policies and
procedures for areas within your remit.

 You are required to ensure suitable and sufficient risk assessments are completed for all
areas within your remit. The controls identified must be evaluated and implemented where
necessary.

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  You are required to review all risk assessments periodically and particularly when staffing
and/or equipment changes, monitoring the effectiveness of any control measure
implemented.

 You are to ensure suitable and sufficient equipment is provided to sustain the health and
safety of staff, patients and visitors to areas within your remit.

INFECTION CONTROL

In addition to the Trust’s overall responsibilities under The Health and Social Care Act 2008 Code of
Practice for healthcare, including primary and adult social care on the prevention and control of
infections (revised December 2010) for your safety, you have a personal responsibility to ensure
your work adheres to this Code in the delivery of safe patient care within the organisation. This code
relates to ALL Trust staff and contractors working within the organisation who are employed to
ensure this level of care is provided.

As an employee you will be trained to ensure adherence and compliance to the various Infection
Control policies within the Trust.

SUSTAINABILITY

To actively support the Trust’s goals for sustainability by encouraging and adopting sustainable
ideas and practices.

SAFEGUARDING

The Trust has a duty and is committed to safeguarding all service users and provide additional
measures for adults and children who are less able to protect themselves from harm or abuse. As
an employee* you have an individual responsibility to contribute to the detection, reporting and
prevention of abuse to safeguard those in our care (Section 11 Children Act, 2004, Human rights
Act 1998, Equality Act 2010 Mental Capacity Act 2005 Care Act 2014) and are accountable to
ensure that you know how to respond when you are concerned for the safety of a child, young
person or adult at risk. The Trust will assist you in this process by providing training, guidance and
advice. There are corporate safeguarding teams who can be contacted for advice, support and
safeguarding supervision. All concerns must be reported as per Trust Safeguarding Policies which
are available on the Trust Intranet. Every member of staff must undertake regular mandatory
safeguarding training at a level relevant to the role
This job description is not meant to be exhaustive. It describes the main duties and responsibilities
of the current post. It may be subject to change in the light of developing organisational and service
needs, and wherever possible change will follow consultation with the post holder.

CHFT Safeguarding Children Policy

Safeguarding Board Procedures for Children (www.calderdale-scb.org.uk or

www.kirklees.gov.uk/safeguarding)

CHFT Procedure for Managing Allegations of Abuse Against Staff who Work with Children/Adults

CHFT Safeguarding Adults Policy

Safeguarding Board Procedures for Adults (www.kirklees.gov.uk/safeguardingadults or

www.calderdale.gov.uk)

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3. DUTIES AND RESPONSIBILITIES OF THE POST

Managing Self

 Participate in regular supervision.

 Attend all mandatory training.
 Participate annually identifying, developing and agreeing your own development plan with your
Line Manager using the Trust Appraisal.
 Comply with all Trust policies, procedures and protocols.
 Carry out duties with due regard to the Trust’s Equal Opportunity Policy.
 Seek advice and support from Line Manager whenever necessary.
 Maintain professional conduct including appearance at all times.
 Ensure maintenance of Professional Registration.

This job description is an outline only and is not definitive or restrictive in any way. It will be regularly
reviewed and may be amended in the light of changing circumstances following consultation with
the post holder.

4. LEARNING AND DEVELOPMENT FACILITIES

There are extensive Learning Centres at both Calderdale Royal Hospital and Huddersfield Royal
Infirmary; both centres are equipped with audio-visual equipment. There is also a library at the Calderdale
Hospital site with a full range of journals plus intranet and electronic access.

In 2015 the Trust invested in a purpose built simulated 2 bed ward at Huddersfield Royal Infirmary which
can be altered to be an emergency medicine bay, a theatre/ICU area or a clinic setting. There is also a
simulation training room at Calderdale Royal Hospital equipped with control rooms. There are simulation
manikins on both site, SimMan 3G, SimMom, SimJunior and SimBaby. All healthcare workers are able to
access relevant training sessions for their role.

5. PROBATIONARY PERIODS

All staff new to the Trust are required to undergo a 6 month probationary period (except medical staff and
staff on temporary or fixed term contracts for 6 months or less who are subject to separate arrangements).

All existing Trust staff transferring internally to a new post within the Trust are required to undergo a
modified probationary period of 3 months.

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 APPENDIX A1: PERSON SPECIFICATION – 372-SURG1313

DESIRABLE
ESSENTIAL

Application

Reference
Interview
REQUIREMENTS

OR
Qualifications
RN E Y Y
MSc or equivalent experience plus significant knowledge acquired over a significant period E Y Y
Prescriber D Y Y
Accredited Screen Colonoscopist E Y Y
JAG (Joint Advisory Group) Accredited Colonoscopist E Y Y
Train The Colonoscopy Trainer (TCT) OR Train The Endoscopist Trainer (TET) Course D Y Y
Independent Nurse D Y Y
Teaching Qualification D Y Y
Experience
At least 3 years’ experience as an independent screening colonoscopist E Y Y Y
Preforming bowel scope screening examinations, level 1 polypectomy skills E Y Y Y
Evidence of meeting/exceeding E Y Y Y
Colonoscopy and bowel scope KPI’s E Y Y Y
At least one years’ experience as an accredited screening colonoscopist D Y Y Y
Preforms screening colonoscopy level 2 & 3 polypectomy skills D Y Y Y
Assessing endoscopists for fitness to practice independently D Y Y Y
Involvement in the BCSP at regional/national level D Y Y Y
Good knowledge of screening programme requirements D Y Y Y
Health
Able to fulfil the health requirements of the post as identified in the Job Description, taking E Y Y
into account any reasonable adjustments recommended by Occupational Health.
General
Must be eligible to work in the UK. E Y Y
Ability to work in various locations throughout the network of services provided by E Y Y
Calderdale and Huddersfield NHS Foundation Trust.

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Appendix A2: TRUST PROFILE

Calderdale and Huddersfield NHS Foundation Trust is an exceptional place to work with many amazing
teams of hard working and dedicated staff, delivering high standards of patient care. We have made
significant changes in the way we work to meet the challenges of the changing NHS.

This as an exciting time for our continuing development and we are ensuring that the organisation is fit for
purpose by introducing and embedding new skills and behaviours.

Colleague Engagement Strategy

This describes the Trust’s ethos for engaging with staff. The organisation is working with its staff to refine
its approach and integrate this into everything that we do. It underpins our management development
programme

It consists of four Pillars

Calderdale and Huddersfield NHS Foundation Trust became a Foundation Trust on 1 August 2006. The
Trust provides 24-hour acute healthcare services to around 435,000 people who live in the two areas
served by the Calderdale and Kirklees councils. The Trust also has patients who travel from further afield
to access our services.

The Trust employs over 6000 people and has an operating income of £360m (2017/18).

In April 2011 the provider services from NHS Calderdale (the Primary Care Trust) transferred to the
Foundation Trust forming part of the Trust’s strategy to become an Integrated Care Organisation.

The Trust’s principal commissioners are Greater Huddersfield Clinical Commissioning Group and
Calderdale Clinical Commissioning Group and provides services to 435, 000 people

The Trust is part of the West Yorkshire Association of Acute Trusts (WYAAT), a collaborative of the NHS
hospital trusts from across West Yorkshire and Harrogate working together to provide the best possible
care for our patients.
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By bringing together the wide range of skills and expertise across West Yorkshire and Harrogate we are
working differently, innovating and driving forward change to deliver the highest quality care. By working
for Calderdale & Huddersfield NHS Foundation Trust this is your opportunity to be a part of that change.

WYAAT is the acute sector arm of the West Yorkshire and Harrogate Health and Care Partnership, one of
the largest integrated care systems in the country. The Partnership’s ambition is for everyone to have the
best possible health and wellbeing, and the work of WYAAT, and each individual trust, supports that
ambition.

A2.1 The Trust

Since its formation, the Trust has clearly demonstrated its ability to deliver high quality health services
during a time of significant organisational change. This ability is based on a strong and committed
workforce and partnership working across the local health community and private sector.

Each year the Trust has approximately:

• 110,000 in-patient and day-case admissions

• 380,000 out-patient appointments at its hospitals
• 130,000 attendances at its Accident and Emergency departments in Halifax and Huddersfield

The Trust provides services across two hospital sites, Calderdale Royal Hospital, Halifax and Huddersfield
Royal Infirmary with a total of 870 beds.

In October, 2016, proposals for the next, and very exciting phase in the Trust’s history, are being
developed. They will create – over the next five years - more centralised care at our Trust in two specialist
centres. An emergency care centre with a dedicated pediatric unit will be created at Calderdale Royal
Hospital and a specialist centre for planned care will open in a brand new hospital alongside our new Acre
Mills Outpatients centre across from the existing Huddersfield Royal Infirmary. The Right Care, Time Place,
proposals also include proposals to extend care provided by our teams in our communities together with
our partners in social and primary care.

A2.2 Electronic Patient Records (EPR)

The Trust, in conjunction with Bradford Teaching Hospital NHS FT, is implementing an electronic patient
record system. This is more than a computer system; EPR will transform the way everyone at both Trusts
works, making sense of busy, complex health services, analysing information in clever ways and helping to
manage many every-day tasks.
This system will not only help to treat patients more effectively by giving healthcare staff easier access to
up-to-date information, it will also use this information to improve care, and give healthcare staff the tools
needed to be safer and more efficient.
It would be easy to think of EPR as simply a computer system that takes paper-based health records and
stores them digitally. In reality, EPR will bring about a step-change in how healthcare staff work.

Health services care for many thousands of patients every day, with different and complex health
conditions. Having up to date, accurate information, available to everyone, whenever they need it helps us
to offer the best care we can and ensure that patients get the treatment they need.
EPR goes beyond being a system for storing information. When patient records are stored on paper, the
information can only be understood and analysed by staff reading through all of it every time they see a
patient. EPR is capable of taking this information and applying the knowledge, intelligence and experience
of a much wider network. This means the system is capable of suggesting plans of care, supporting clinical
decision-making and acting as a double-check.
In addition to this, it can be a valuable tool in managing the wider healthcare system. EPR can help to
manage the flow of patients through our hospitals, helping them respond to increases in demand by
identifying where beds are available (or where they might be available tomorrow) and offering insights into
how services are used and where they could be more efficient. By drawing on best practice from across
the NHS and beyond, EPR could give everyone working in local health services the tools they need to
deliver safer, more efficient care.

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The EPR system chosen by both trusts is called ‘Millennium’ and is supplied by US software supplier
Cerner. This system is already used by thousands of healthcare organisations around the world, Homerton
University Hospital NHS Foundation Trust, Barts Healthcare NHS Trust and St George’s NHS Foundation
Trust.

APPENDIX A3: ORGANISATIONAL STRUCTURE

The Trust is committed to clinicians leading and managing service delivery. All specialties work within a
structure of Divisions and Directorates led by Divisional and Clinical Directors who have responsibility and
accountability for the operation of clinical services. Leadership development is encouraged and supported
at all levels and there are excellent relationships between clinicians and managers throughout the Trust.

The Executive Board is the main board where clinical strategy is developed and discussed and where
operational activities are agreed. This reports to the Board of Directors via Executive Directors who form
part of the Executive Board alongside the Clinical Divisional Directors.

APPENDIX A4: DIVISIONAL SERVICES

The four Clinical Divisions are detailed below along with some of the services that they offer:

Families and Specialist Services

 Ante-natal Services
 Community Midwifery Services
 Children’s Assessment Unit
 Neo-natal Unit
 Gynecology Services
 Midwifery Services
 Pediatric Assessment and
Observation
 Specialist Pediatric Team
 ACON
 Sexual Health & HIV Services

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  Obstetric Services  Family Nurse Partnership
 Health Visiting  Health Records and Appointments
 Continence  Infection Control
 Radiology (including Medical  Health Records and Appointments
Illustration)
 Pathology  Pharmacy
 Infection Control  Pharmacy Manufacturing Unit
Medical
 Cancer Services  Neurology
 Respiratory Services  Neurophysiology
 Gastroenterology  Rheumatology
 Diabetes  Dermatology
 Cardiology  Rehabilitation Services
 Palliative Care  Services for Older People
 Acute/Emergency Medicine
Surgery and Anaesthetics
 Orthopaedics  Ophthalmology
 Vascular Surgery  Ear, Nose & Throat
 Upper GI Surgery  Colorectal
 Breast Surgery  Intensive & High Dependency Care
 Urology  Endoscopy
 Maxillofacial Surgery  Anaesthetic Services
 Chronic & Acute Pain Services  Day Surgery and Operating
Theatres
 Plastic surgery
Community
 District Nursing  Community Matrons
 Therapies  Specialist Nurses
 Podiatry  Health Visiting
 Diabetes  Virtual Ward
 Quest for Quality Initiative  Family Nurse Partnership and
Children’s Therapy

There is also a separate Corporate Division which provides support services including Workforce and
Organisational Development, Finance, Procurement & Supplies, the Health Informatics Service, Planning,
Performance Estates & Facilities, Commissioning & Partnerships, the Medical Director’s Office and
Corporate Nursing & Risk.

Board of Directors

The Board of Directors, led by the Chair, has a responsibility to make sure there is a clear strategic
direction for the Trust and that it fulfils its statutory responsibilities in relation to patient care and experience,
finance, governance, clinical quality and partnership working. The Board of Directors, in addition to the
Chair, comprises six Non-Executive Directors and the following Executive Directors:

 Chief Executive – Owen Williams

 Director of Nursing– Ellen Armistead
 Director of Finance – Gary Boothby
 Medical Director – David Birkenhead
 Director of Workforce and Organisational Development – Suzanne Dunkley

Membership Council

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We have a well-established and proactive Membership Council and membership. Both are a vital link with
the local community. The Membership Council has several statutory responsibilities including the
appointment and termination of Non-Executive Director roles via the Nominations Sub Committee; setting
the remuneration for Non-Executive Directors via the Remuneration Sub Committee; the appointment of the
External Auditors and approval of the Trust’s Annual Plan.

The Board of Directors and the Membership Council work closely together to shape future plans for
improved patient care and experience and to deliver governance processes of the highest order.

APPENDIX A5: HEALTH AND SAFETY

All medical and dental staff employed by the Trust are expected to comply with Trust Policy and
management instruction with regard to Health and Safety and to Fire Prevention and, in particular to
anything that endangers themselves or others.

A5.1 Healthcare Associated Infection

Healthcare workers have an overriding duty of care to patients and are expected to comply fully with
best practice standards. You have a responsibility to comply with Trust policies for personal and
patient safety and for prevention of healthcare-associated infection (HCAI); this includes a
requirement for rigorous and consistent compliance with Trust policies for hand hygiene including
the ‘naked below the elbow’ approach, use of personal protective equipment and safe disposal of
sharps. Knowledge, skills and behavior in the workplace should reflect this; at annual appraisal you
will be asked about the application of practical measures known to be effective in reducing HCAI.
The Trust has the responsibility of ensuring that adequate resources are available for you to
discharge your responsibilities.

A5.2 Safeguarding

The Trust has in place both a Safeguarding Children Policy and a Safeguarding Adults Policy in line
with national legislation.

The Safeguarding Policies place a duty upon every employee who has contact with children,
families and adults in their everyday work to safeguard and promote their welfare. In the event that
you have concerns about possible harm to any child or adult you should contact your line manager
immediately or in their absence your Assistant Divisional Director. Out of hours contact should be
made with the on-call manager through switchboard.

The Trust has nominated Safeguarding Leads who act as contact points for support and advice if
concerns are raised about a child or adult’s welfare. These individuals can be reached through
switchboard during office hours by asking for the Named Professionals for Safeguarding Children or
Adults respectively.

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 The policies and procedures described below are located on the intranet and internet site and you
should ensure you are aware of, understand and comply with these. In addition the Trust will
publicise and raise awareness of its arrangements and provide appropriate resources and training.

 CHFT Safeguarding Children Policy

 Safeguarding Board Procedures for West Yorkshire (www.calderdale-scb.org.uk or

www.kirklees.gov.uk/safeguarding)

 CHFT Safeguarding Adults Policy

 CHFT Procedure for Managing Allegations Against Staff

APPENDIX A6: EQUALITY IMPACT STATEMENT

Calderdale and Huddersfield NHS Foundation Trust aims to design and implement services, policies and
measures that meet the diverse needs of our service, population and workforce, ensuring that none are
placed at a disadvantage over others. We therefore aim to ensure that in both employment and services
no individual is discriminated against by reason of their gender, gender reassignment, race, disability, age,
sexual orientation, religion or religious/philosophical belief, marital status or civil partnership.

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