A4C job description template - Hays

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Be a key link for the development and sharing of new ideas with external stakeholders (Commissioners and other Trusts). III) CIP and Transformation Provide leadership and expert advice on CIP and Transformation that will be required to deliver financial and quality performance indicators; Establish the PMO as a key enabler of BHRUT’s Cost Improvement Programme and Transformation Programme; Facilitate effective timely resolution of strategic issues and interdependencies blocking progress in programme delivery. Manage the Programme Management Office Staff and information systems ensuring the quality of the content and outputs from these systems. Ensure these outputs are consistent and reconcile with core Trust performance and financial information systems Manage the PMO’s governance arrangements for CIP and Transformation including standard acceptance criteria, clinical risk assessment and standard reporting frameworks (milestone tracking, KPIs, risks); Ensure that the projects and financial savings do not have a detrimental effect on the operational business and performance of the Trust. Provide a mechanism to ensure that all major projects/CIPs have been approved by the clinical assurance panel. Support the annual business planning process, ensuring key areas of CIP and Transformation (including QIPP) are agreed with the PMO role defined; Support pre-project planning and the development of business cases with Directorates for submission to TEC Research best practice and new ways of working and translate these into practical implementation strategies for agreed priority areas. Commission and undertake audit reviews both during the programme and following programme closure (CIP and Transformation) that formally assess the programme’s continued alignment with its objectives, capability of delivery and measurable achievement of benefits IV Communication Ensure senior management receive robust, timely management information that will provide sufficient information to support informed decision-making. Produce monthly executive reports and other presentations as requested by the Executive team and Trust Board; Report to the Trust Executive Committee (TEC), the Trust Board and NHS London on progress with CIP and Transformation across the Trust; Lead the interface with senior stakeholders and deliver effective interfaces and communications to all stakeholders; Job description / person specification template Revised November 2009 Page 4 of 10
Ensure communication is appropriate for target audiences. Make recommendations and present findings at all levels throughout the Trust and to external partners as required. Maintain and promote an effective communication strategy, to ensure that all stakeholders are fully informed and engaged in proposed changes. Identify, involve and incorporate the views and needs of patients, the public and stakeholders and ensure their voices are evident in all stages of the work. V Human resource management Take full line management responsibilities for the allocated team including; managing sickness and absence, grievances, disciplinary issues, delivery of training, recruitment and retention of staff. Ensure the PMO’s delivery support resource achieves maximum beneficial effect, by allocating it according to the greatest need/benefit and ensuring the skills provided match those required. Support the development of the skills and abilities of the PMO team and ensure links with other teams, to encourage knowledge sharing and learning about transformation, innovation and improvement. Design and deliver a Trust wide skills transfer programme including competency training and a PMO rotational programme for Directorate staff; Any other duties within the scope of the post and appropriate for the grading may be assigned from time to time with the post-holder. 4. POLICY, SERVICE, ORGANISATIONAL AND PROFESSIONAL RESPONSIBILITIES Responsibility for development and implementation of trust wide programme management framework Responsibility for development and maintenance of Programme Management Office Operational policy 5. PERSONAL DEVELOPMENT All staff are required to be appraised by their line managers at least once a year at a personal development review meeting where progress made over the last year is discussed and agreed. Focus on the following year’s departmental and personal objectives will be identified, discussed and agreed. Where necessary, help and support will be provided and development opportunities agreed in line with service provision and knowledge and skills competency framework. Mandatory Trust Responsibilities Job description / person specification template Revised November 2009 Page 5 of 10
Page 1 and 2: JOB DESCRIPTION JOB DETAILS JOB TIT
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Page 7 and 8: EQUAL OPPORTUNITIES POLICY: The Tru
Page 9 and 10: Selection Criteria Essential Criter

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