GENERIC JOB DESCRIPTION BAND 8b

Job Title:

See role specification

Band:

8b

Responsible to:

Head of Department/Service/Director*

Accountable to:

Head of Service

Responsible for:

Location:

Directly manages Department or Directorate,

responsible for day to day work assigned to
Department or Directorate.
The post holder may be required to work at any
establishment at any time throughout the duration of
their contract, normally within the location of the
organisation, or as set out under the terms of their
contract.

1.

Job Summary

The post is responsible for providing professional expertise to the outcome of

the business processes for the Department or Directorate.

The post holder will define current processes, facilitate discussions and
advise colleagues as to how best practice might be adopted in the definition of
future processes, document those processes as they are agreed and oversee
their delivery.

This job description and person specification are only an outline of the tasks,
responsibilities and outcomes required of the role. The job holder will carry
out any other duties as may reasonably be required by their line manager.

The job description and person specification may be reviewed on an ongoing

basis in accordance with the changing needs of the Department and the
Organisation.

2.

Key Working Relationships

The post holder will be required to communicate and provide highly complex
information to a wide range of internal and external stakeholders.

Present highly complex information about projects, initiatives and services to

a wide range of stakeholders in a formal setting.

Commit to working and engaging constructively with internal and external

stakeholders on a range of contentious issues.

Nurture key relationships and maintain networks internally and externally,

including national networks.

Support collaborative working across NWL organisations in London and

between CCGs, NHS England and local healthcare providers.

Assist with public relations and marketing activities.

Assist with Freedom of Information requests, keep under review the

framework and in accordance with the legislation.

3.

Functional Responsibilities
3.1

Operational

Support procurement of scoping work on health services and resilience

and translate outcomes into plans.

As senior work stream lead working internally and externally to deliver

projects, initiatives and services to time and in a cost effective way.

To support the identification and sharing of best practice in employee

engagement.

To operate in a highly political and sensitive environment.

Support the portfolio of programmes in demonstrating value for money

for the current spend through tracking, managing and delivering agreed
benefits.

3.2

Financial and Physical Resources

Responsible for matching the available budget for each workstream to

the appropriate staff resources and projects and for ensuring that the
budget breaks even. Co-ordinate the budget, monitoring expenditure
against target areas.

Responsible for supporting the commissioning of projects and

procurement of services to support project delivery.

Provide financial reports to Directors and the Board as required.

Provide advice and prepare strategic reports and briefings for directors
and stakeholders.

In depth analysis, interpretation and production of complex and multiple

reports including financial returns.

Act in a way that is compliant with Standing Orders and Standing

Financial Instructions in the discharge of this responsibility.

Constantly strive for value for money and greater efficiency in the use
of these budgets and to ensure that they operate in recurrent financial
balance year on year.

3.3

Staff Management

Responsible for the day to day range of staff management matters,

which will include responsibility for supporting appraisals, development
of staff, recruitment and where necessary processes such as grievance
and disciplinary matters.

Responsible for an individuals development on the job and job

performance management. Work in conjunction with line managers
and other job managers to assess and manage confidential information
about an individuals performance and capability development.

3.4

Information Management.

Develop the acquisition, organisation, provision and use of knowledge

and information.

Highlight exceptions and risks ensuring mitigating action can be taken

to keep the programme on track.

Drafting reports summarising status on issues, appraising outcomes,

and providing progress reports for the Head of Department.

Collate as required, qualitative and quantitative information and lead

appropriate analysis to develop robust business cases and contribute
to project products.

Analyse, interpret and present data to highlight issues, risks and

support decision making.

3.5

Research and Development

Plan, develop and evaluate methods and processes for gathering,

analysing, interpreting and presenting data and information

4.

Deliver projects to comply with key performance indicators.

Co-ordinating Research & Development initiatives, delegating as

appropriate.

Operational Responsibilities
4.1

Planning and Organisation:

Ensure projects and initiatives are delivered on time, to quality

standards and in a cost effective manner, adjusting plans as required.

Determine the strategic planning of Department or Directorate projects,

identifying interdependencies across projects/functions, potential
impacts on wider organisation, resource requirements and building in
contingency and adjustments as necessary.

Determine the development of performance and governance strategies

and the development and implementation of improvement
programmes, in accordance with organisation and Collaboration
priorities.

Determine short, medium and long term business plans, achieving

quality outcomes.

4.2

Policy and Service Development:

To carry responsibility for developing policy and procedure in the area

the job holder is currently working on at a point in time, including
briefings, commissioning, business or resources.

Responsible for proposing and drafting changes, implementation and

interpretation to policies, guidelines and service level agreements
(SLAs) which may impact within Department or Directorate.

Proposes changes to own project and making recommendations for

other projects delivery.

Person Specification
Generic Band 8b
Supporting Evidence
In the supporting evidence of your application form, you must demonstrate your
experiences by giving specific examples for the criteria within the person specification.
Factors

Description

Knowledge,
Training and
Experience

Educated to masters level or

equivalent level of experience of
working at a senior level in
specialist area.
Extensive knowledge of specialist
areas, acquired through post
graduate diploma or equivalent
experience or training plus further
specialist knowledge or experience
to masters level equivalent
Evidence of post qualifying and
continuing professional
development
Must have an understanding of the
background to and aims of current
healthcare policy in London and
appreciate the implications of this
on engagement
Should have an appreciation of the
relationship between the NHS
England and individual provider
and commissioning organisations

Essential

Desirabl
e

Assessmen
t

A/C

A/I

A/I

A/I

A/I

A/C

A/I

A/I

A/I

Member of relevant professional

body

Communication
Skills

Developed communication skills

for delivering key messages to a
range of stakeholders both internal
and external (including outside the
NHS) to the organisation, some at
very senior level.
Good presentational skills for
conveying complex concepts.
Ability to use informed persuasion
to influence others.

Analytical

Ability to identify risks, anticipate

issues and create solutions and to
resolve problems in relation to
project or service delivery.

Ability to understand a broad range

of complex information quickly and
making decisions where opinions
differ/no obvious solution
Planning Skills
Evidence of planning and
delivering programmes and
projects and services on time.
Management
Abilities for financial and staff
Skills
management
Physical Skills
Working knowledge of Microsoft
Office with intermediate keyboard
skills.
Autonomy
Ability to work without supervision,
providing specialist advice to the
organisation, working to tight and
often changing timescales
Interpreting national policy for
implementation
Equality
and Will consider the most effective
Diversity
way to promote equality of
opportunity and good working
relationships in employment and
service delivery and has the ability
to take actions which support and
promote this agenda.
Financial
Physical
Resources
Other

and Previously responsible for a

budget, involved in budget setting
and working knowledge of financial
processes
Team working skills
Self-motivated
Ability to move between details
and the bigger picture.
Demonstrates honesty and
integrity and promotes
organisational values.
Embrace change, viewing it as an
opportunity to learn and develop

A/I

A/I

A/I

A/I

A/I

A/I

A/I

A/I

A/I

*Assessment will take place with reference to the following information

A=Application form

I=Interview

T=Test

C=Certificate

Confidentiality and Data Protection Act

You must at all times be aware of the importance of maintaining confidentiality of
information gained by you during the course of your duties. This will in many cases
include access to personal information relating to service users. You are bound by a
duty of confidentiality and agree to adhere to the Code of Conduct for Employees in
Respect of Confidentiality policy and the requirements of the Data Protection Act
1998. Any breach of confidentiality may be regarded as misconduct and may be
subject to disciplinary action.

Safeguarding Children and Adults

The CCG as an organisation and its employees are committed to safeguarding and
promoting the welfare of children and vulnerable adults and meeting our statutory
obligations in line with Section 11 of the Children Act 2004.
The CCG meets all statutory requirements in relation to Disclosure and Barring
Service (DBS) checks and the process of pre-employment checks is managed
through a robust centralised process. All employees are expected to know how to
respond when there are concerns for the safety of a child, young person or
vulnerable adult.
The CCG will support you in this process by providing the relevant level of training
and support. It is mandatory that all staff within the organisation completes
Safeguarding Children and Safeguarding Adults training at the appropriate level for
their role. It is the responsibility of the organisation and every employee to ensure
this training is completed.

Health and Safety

All staff are required to make positive efforts to maintain their own personal safety
and that of others by taking reasonable care, carrying out requirements of the law
whilst following recognised codes of practice and CCG policies on health and safety.

Mandatory Training
To ensure the maintenance of a safe working environment all staff have an individual
responsibility to complete the relevant mandatory training modules provided by the
CCG within a designated timeframe.

Equality & Diversity

The CCG is committed to achieving equality of opportunity for all staff and for those
who access services. You must work in accordance with equal opportunity policies
and procedures and promote equality and diversity.

Smoking
The CCG endorses the principle that whether people smoke or not is a matter of
personal choice, but where they smoke is a matter of public concern. The policy on
smoking and health protects non-smokers and requires that all the CCGs premises
are smoke free.

Terms and conditions of Employment

This post is exempt from the Rehabilitation of Offenders Act 1974 (Exceptions) Order
1975, meaning that any criminal conviction must be declared at the time of
application. This includes details any cautions, reprimands, final warnings, as well as
convictions obtained during the course of employment.

Review of this Job Description

This job description is intended as an outline of the general areas of activity. It will be
amended in the light of the changing needs of the organisation, in which case it will
be reviewed in conjunction with the post holder.