JOB DESCRIPTION Job Title:

Head of Performance Management

Band:

8b (indicative subject to evaluation)

Hours:

37.5

Location:

Tatchbury Mount

Accountable to:

Deputy Director of Finance (SMH&LD)

1.

MAIN PURPOSE OF JOB To provide a comprehensive and integrated performance management function across the Trust ensuring arrangements are in place which clearly indicate, for all levels of the organisation, the targets arising from external requirements and the Trust’s own business plans. To ensure effective reporting on achievement against targets and that adverse variances are identified and made the subject of timely reports and actions.

The post holder will have lead responsibility for:     

2.

Ensuring high quality performance management arrangements are in place for the Trust Monitoring and reporting to the Board and Monitor on all relevant performance indicators Agreeing action plans to address performance issues in conjunction with the Trust‘s Managing Directors Ensuring benchmarking arrangements are in place for all key areas of the Trust’s performances so that variances from best-in-class is identified and action plans in place to address them. Being the Trust expert on the interpretation of national indicators, maintaining systems to identify potential future performance arrangements that could impact on the Trust’s internal and external performance monitoring. POSITION IN ORGANISATION

3.

SCOPE AND AUTHORITY   

To lead the performance management function for the Trust To represent the Trust in discussions with other NHS and non NHS organisations on performance management issues. To deputise for the Director of Finance and Corporate Services and Deputy Directors of Finance as required

4.

KEY RESULT AREAS

1.1

To ensure measurable targets are set annually for objectives arising from the annual business plan and that systems/processes are in place for the performance management of these.

1.2

To ensure all external targets and standards are clearly identified and made subject of comprehensive and integrated reporting and accountability arrangements.

1.3

To ensure that individual accountability for each target is clearly identified and indicated in all performance reporting.

1.4

To work with the Trust’s Head of Information to provide performance reports for the Trust Board, Executive, and Divisional Management Teams.

1.5

To support the development and operation of performance management arrangements in all directorates so that targets may be monitored and action taken on variances.

1.6

To ensure adverse performance is identified, highlighted to accountable managers and reports and action plans are put in place in a timely fashion.

1.7

To ensure a set of key indicators for the Trust’s performance are identified, agreed and made the subject of clear, timely and regular reporting to the Trust Board, Executive, and Divisional Management Teams.

1.8

To Chair the Performance Network Group and ensure agendas cover areas of concern to all areas of the Trust.

1.9

To manage the Performance Analyst and provide them with appropriate professional support and guidance

1.10

To support the Managing Directors in preparing for and chairing the Trust’s Directorate Specific Performance Reviews, ensuring key performance areas are included and reports prepared which effectively identify and account for performance issues and action proposed.

1.11

To prepare reports for the Trust Executive and Board as required.

1.12

To ensure that internal and external benchmarking arrangements are in place for all key areas of the Trust’s performances so that variances from best-in-class is identified and action plans in place to address them.

1.13

To contribute to the development of Performance Management Systems to enable swift electronic collection, monitoring and reporting of all aspects of the Trust’s performance.

1.14

To work with Trust managers and others to develop an understanding of the dynamic relationships between different aspects of performance eg activity, workforce, finance, to enable more effective performance management on a corporate basis.

1.15

To promptly initiate investigation of adverse performance, which is serious or persistent, ensuring engagement of the relevant Director and line manager, and ensure reports are produced which clearly identify causes and actions required.

1.15

To escalate performance issues, as required, to the Managing Directors and Deputy Directors of Finance as appropriate.

1.16

To represent the Trust, as required, at meetings where performance is being reported ensuring clear explanation of issues and actions.

1.17

To network with colleagues with corresponding duties in other Mental Health and Community Trusts and related organisations to ensure the Trust remains aware of, and is using, best practice and tools in performance management.

1.18

To be the Trust expert on the interpretation of national indicators, maintaining systems to identify potential future performance arrangements that could impact on the Trust’s internal and external performance monitoring.

1.19

To deputise for the Deputy Directors of Finance as required.

1.20

To participate in personal training and development, including the appraisal process, ensuring that the Performance Analyst receives an appraisal every six months.

5.

GENERAL REQUIREMENTS

Health & Safety It is the responsibility of all employees to work with managers to achieve a healthy and safe environment, and to take reasonable care of themselves and others. Specific individual responsibilities for health and safety will be outlined under key responsibilities for the post. Equality & Diversity It is the responsibility of all employees to support the Trust’s vision of promoting a positive approach to diversity and equality of opportunity, to eliminate discrimination and disadvantage in service delivery and employment, and to manage, support or comply through the implementation of Equality & Diversity Strategies and Policies. Confidentiality In the course of your employment you will have access to confidential information of a personal and/or clinical nature, including information relating to the Trust, its clients, patients, employees and other parties. You must not use such information for your own benefit nor disclose it to other persons without the consent of the Trust and the party concerned unless required to do so by law. This applies both during and after the termination of your employment. Any breach of confidentiality during employment may be regarded as serious misconduct and could lead to summary dismissal.

Personal Development Review The Trust is committed to providing a high quality service through the effective management and development of its employees. The Personal Development Review process ensures that the Trust is able to achieve its key aims of commissioning and delivering cost effective, high quality and responsive healthcare, whilst enabling employees to understand how the outcome of their contribution fits within these overall aims. All staff will be expected to participate fully in the process and comply with the Policy. Statutory and mandatory training compliance must be reviewed during the Appraisal. Statutory and Mandatory Training The Trust will assess the requirements for Statutory and Mandatory training requirements for all new staff prior to commencement and aims to ensure that all Statutory and Mandatory training requirements are completed before staff start their full duties. All required Statutory and Mandatory training must be completed within the first three months of staff starting within HCHC and refresher training must also be undertaken on a regular basis and in accordance with the Trust’s policy. Safeguarding Children and Vulnerable Adults This is a regulated position and the post holder will be subject to an enhanced Criminal Records Bureau disclosure upon appointment, and every three years thereafter. From July 2010, post holders will also require registration with the Independent Safeguarding Authority to enable the Trust to monitor an individual’s status when working with children or vulnerable adults. The Trust is committed to safeguarding children, young people and vulnerable adults within its care. As an employee you are accountable to ensure that you know how to respond when you are concerned for the safety of a child, young person or vulnerable adult. The Trust will support you in this process by providing training, support and advice. There is a safeguarding team for children and young people and leads for vulnerable adults, who can be contacted for guidance and who provide safeguarding supervision. The Trust works in partnership with key agencies to protect children, young people and vulnerable adults. For children you should be aware of your responsibilities detailed in the ‘4 Local Safeguarding Children Boards Child Protection Procedures’ and for vulnerable adults in the Safeguarding Adults Policy. Infection Prevention and Control The Trust has designated the prevention and control of infection and the full implementation of the Code of Practice (2008) as a core component in the organisations clinical governance, managing risk and patient safety programmes. All employees are expected to follow consistently high standards in the prevention and control of infection, especially with reference to hand hygiene, adherence to dress/uniform code and for clinical staff all procedures involving aseptic technique, be aware of and follow all Trust Infection Control guidelines and procedures relevant to their work, participate in mandatory training and annual updates. Protecting patients from infection is everyone’s responsibility. Rehabilitation of Offenders Act 1974 This post is subject to an exception order under the provisions of the Rehabilitation of Offenders Act 1974. This stipulates that all previous convictions, including those that are ‘spent’ must be declared. Previous convictions will not necessarily preclude an individual from employment but must be declared in writing at the appropriate stage during the recruitment process.

Data Protection As your employer, the Trust needs to keep information about you for purposes connected with your employment. The sort of information we will hold includes information for payroll purposes, references, contact names and addresses and records relating to your career with the Trust. These uses are covered by our notification with the Information Commissioners Office under the Data Protection Act 1998. The information which we hold will be for our management and administrative use only but we may need to disclose some information we hold about you to relevant third parties (e.g. Inland Revenue).We may also transfer information about you to the NHS Executive solely for purposes connected with the management of the NHS. Records Management and Quality As an employee, you are legally responsible for all records that you gather, create or use as part of you work within the Trust and they remain the property of the Trust. This includes patient, financial, personal and administrative records, whether paper based or on computer. All such records are considered public records and you have a legal duty of confidence to all service users. You should consult the Trusts Records Management Policy and ask for guidance from your manager if you have and doubt about the correct management of records with which you work. All staff have a responsibility to ensure information quality standards are achieved. Information Security Under the provisions of the Data Protection act, it is the responsibility of each member of staff to ensure that all personal data relating to patients and members of staff, whether held in manual or electronic format, is kept secure at all times. Computer passwords must not be shared either between systems or users. The Trust may monitor e-mail messages, any files stored on the networks or on equipment and usage of the Internet, NHS.net and computer systems, irrespective of whether these relate to trust or personal use. Access and usage of the Trusts computers must be in accordance with the Trust’s Policies. Safehaven procedures are to be used for all electronic transfers of personal data. This is in order to protect the Trust’s patients and staff, and its reputation and to ensure that it complies with the law and other guidelines. Smoke-free Policy The Trust operates a Smoke-free policy. This means that smoking is not permitted anywhere within owned or leased premises, including within their grounds and within owned or leased vehicles. In the interests of promoting responsible healthcare all staff are to refrain from smoking when off-site in uniform or wearing an identifying NHS badge in any public place. The policy also applies to all staff employed by the Trust at any location they may work, whether within or external to the Trust’s premises. The policy contains further details including support facilities. Failure to comply with this policy may result in disciplinary action. The duties of the post will be reviewed regularly in conjunction with the post holder, in accordance with the Personal Development Review Process.