Beaumont Agency & Bank Manager ADON

Principal Duties and Responsibilities:

• To directly manage and be responsible and accountable for the strategic development and day to day operational management of the Nursing Bank.
• To manage the Nursing, HCA Bank and the ECT service and agency requirements ensuring that there is a flexible supplementary staffing resource available.
• Responsibility for recruitment, induction, professional development, performance, retention of bank staff and management of electronic booking system.
• Work closely with DNMs in relation to all aspects of recruitment, retention, workforce planning.
• Work collaboratively with the Safe Staffing Co-Ordinator to ensure alignment and verification of HCA/Nursing/Agency cover.
• Work as part of the nursing bank team utilising all local resources and information available to aid decision making process in the allocation of HCAs/Nurses and Agency staff to ensure maximum efficiency with all resource deployments.
• Ensure efficient systems and procedures for booking and allocation of agency staff and effective service provisions are in place.
• Take overall responsibility for information systems and its accuracy, using effective audit trails.
• Develop and implement KPIs / SOPs/ PPGs in relation to this role.

Strategic Management and Service Planning

• To continually develop the Nursing Staff Bank service, engaging with key stakeholders, to include the identification and design of facilities, collaborative recruitment and development of processes for staff governance, real time management, performance management and clinical governance.
• To develop, manage and review the operating framework that determines the engagement and accountability processes with key stakeholders.
• To be responsible for the identification, development and implementation of the Nursing Staff Bank service strategic aims, service developments, organisational policies, processes and procedures that support staff and enhance service delivery.

Professional Leadership, Education and Workforce Planning

• To directly manage Bank staff, including recruitment, induction, professional development, performance and retention.
• To directly manage the operation of software systems utilised within the service including data extraction and analysis.
• To work in partnership with internal and external stakeholders to enhance patient services and ensure robust multi-disciplinary, multi-professional and multi-agency working.
• To monitor progress against KPIs and areas of risk to the Hospital, reporting on a regular basis to the Director of Nursing on factors affecting delivery and the operational implications, ensuring that s/he is advised of benefits and issues in order to give management support and direction as required.
• To lead the development of new service provision demonstrating effective programme and change management competencies.
• To be responsible and accountable for the management of administrative staff, reviewing performance and assessing development needs to ensure that the service has the right skills and knowledge to meet strategic objectives and KPIs.
• To contribute to the development of policies, procedures, protocols and guidance, providing local interpretation and ensuring appropriate communication to minimise impact internally and externally.
• To be accountable for objective setting and professional development of administrative staff, including recruitment, induction, development and retention and for resolution of grievance and disciplinary matters in accordance with relevant policies and procedures.

• To be accountable for the management of a safe and effective service, including responsibility for managing incidents, events, complaints and comments and subsequent corrective actions.
• To co-ordinate the filling of rota gaps for nursing/healthcare staff with managers to negotiate other options when shifts cannot be filled, often within tight deadlines.
• To manage own workload and act independently within own work area, prioritising workload to ensure that deadlines are met.
• Receive and process availability notifications and booking requests using the appropriate electronic Bank booking system to cover with Bank or Agency staff (if applicable). Ensuring roster is up to date where possible reflecting the live staffing system.
• To ensure that information regarding bookings is communicated to all relevant personnel in good time, effectively liaise with CNMs, Agencies and other internal / external customers.
• To ensure all requests have been processed through the correct authorisation process.
• Raise issues regarding fulfilment of shifts to Senior Team members as required.
• Advise Managers on policy, process and guidance for booking agency workers and obtaining approval to use framework Agencies.
• Dealing with the daily / weekly demands of the wards and being able to work to tight deadlines, using own initiative and being able to work autonomously.
• Implement Policies and procedures in relating to booking substantive, bank and agency staff, including e-rostering policies.
• To remove agency staff and recover with Bank staff to ensure financial costs are reduced where possible.
• Follow agreed Hospital timeframes to liaise with the approved framework Agencies in order to fill bookings promptly and liaise with relevant Managers / Wards to ensure suitability of applicants supplied by Agencies.
• Ensure efficient responses to shift requests are maintained in both placing workers for Wards/Departments and identifying the need of an external Agency placement.
• Maintain communications with external temporary staffing providers including those Agencies the Hospital has a Service Level Agreement with.
• Develop a good rapport with the existing Bank staff to encourage the update of more Bank shifts being filled and discourage late notice cancellations.
• Input data onto the relevant booking system in accordance with the agreed processes and the priority bookings system and in a timely manner.

• Daily communications out to all staff advising of any notifications from the Trust or alerts regarding shifts.
• Update and monitor personal information of all workers within the Hospital as required via the relevant systems.
• The Post holder will be expected to obtain accurate information using appropriate questioning skills about the availability of staff and the requirements of managers.
• Good working relationships with staff and managers requiring temporary staff or temporary shifts and be able to work under pressure at times, when the needs arise.

HR and Finance Control & Management

• To interpret and administer HR policies and procedures to ensure that Staff Bank employees have equitable conditions of service.
• To develop and implement appropriate recruitment and selection procedures in accordance with national policies and procedures.
• To provide robust monitoring, statistical and financial information as required on the utilisation, cost and recharges of the Staff Bank service to service users and the Director of Nursing.

Research & Development

• To be responsible for ensuring structure and opportunities for continuous professional development, continuous learning and audit, enabling evidence based practice.
• To be responsible for continuous audit of performance requiring analysis and interpretation of performance data and statistics requiring consideration of clinical and management information.
• To provide information for workforce planning, finance and management purposes by designing and developing written and computer generated reports.
• To design and co-ordinate qualitative and quantitative audits including

 Financial reports.

 Workforce utilisation and planning data.

Personal Development
This post is a developmental post. Accordingly, the post holder is expected to maintain their own professional and personal development.
The post holder will be required to review personal and developmental objectives with the Director of Nursing annually.

This job description is an outline of the post as it is currently perceived by the hospital. The post holder will be expected to contribute fully to the determination of specific objectives. This job description will therefore be subject to change in detail and emphasis in the light of that contribution and of future development which may come about as a result of the implementation of measures in the Department of Health Strategy, Health Service Executive and the Hospitals Corporate Strategy.

Selection Criteria:

Selection criteria outline the qualifications, skills, knowledge and/or experience that the successful candidate would need to demonstrate for successful discharge of the responsibilities of the post.

Applications will be assessed on the basis of how well candidates satisfy these criteria.

Mandatory and Desirable Criteria: