Advertised role location: Tyrone & Fermanagh Ash Villa
Official document: Applicant Info Pack - BSO Waiting List and Shortlisting - amende (pdf)
WESTERN HEALTH AND SOCIAL TRUST
APPLICANT INFORMATION PACK

2
INFORMATION FOR APPLICANTS
Dear Applicant
Thank you for your interest in this post. Please read the following information before completing
your application form. The form is designed to ensure that you provide the necessary information
to determine how you meet the essential criteria. For your assistance, we have provided the
following useful tips on completing the application form. Remember it is important that you allow
sufficient time to submit your application form, ensuring that it is accurate and complete.
We require all sections of the application form to be completed in full. We will not accept CV’s,
letters, or any other supplementary material in place of, or in addition to completed application
forms. It is therefore important that you complete each section of our application form giving the
information requested.
Meeting the Criteria set out in the Personnel Specification
The Job Description describes the purpose, scope, main duties and responsibilities of the job. You
are advised to study the Job Description before completing your application form, then indicate on
your form how, in your opinion, your experience and/or qualifications are relevant to the post you
are applying for.
Please pay particular attention to the essential criteria detailed on the Personnel Specification and
make sure you address these requirements in full as shortlisting will be carried out on the basis of
the information contained on your application form. We cannot make any assumptions about such
information, and failure to address the requirements on the Personnel Specification will result in
you not being shortlisted.
You must provide specific and detailed information when answering the criteria questions on your
application form. Simply answering “yes” or “no” on your application form will not be sufficient and
failure to be specific will result in the rejection of your application form at a later stage in the process.
Identify relevant examples. This is very important as the examples you provide may be explored
further at interview and you may need to be prepared to talk about these in detail. It is your unique
role that the panel is interested in.
Clearly detail your personal involvement in any experience you quote; Write “I” statements e.g. I
managed the service, I managed a budget, I led on the initiative.
Do not use acronyms, complex technical details etc. Write for the reader who may not know what
the acronyms mean and include concise examples.

3
Please note that a selection of vacancies advertised within the Western Health and Social Care
Trust, are restricted to employees of the HSC. If this is the case, the Personnel Specification and
application form will include a note to advise that applicants must demonstrate that they are an
employee of the HSC at the closing date to be eligible. Applicants working for the HSC through a
recruitment agency at the closing date will also be eligible.
Completing Your Current / Previous Employment Details
When completing the details on your employment history, you must give exact dates of when you
started and finished each period of employment. These should be stated in the following format
DD/MM/YYYY. Please also include details of your reasons for leaving each post and explain any
gaps in your employment history. Provide a list of key duties that you have been responsible for in
current post / previous posts, and for care posts please ensure that when entering details of the
post and description of duties that you specify the client group (e.g. Elderly, Learning Disabled,
Mental Health, Children etc). Finally, if you are employed on a “Bank” or “As and When Required”
capacity – please specify the days/hours per week/month that you work.
Questionnaires
The questionnaire section of the application form asks you to detail how you meet each of the
essential and desirable criteria. Please ensure that you provide full and accurate information to
answer each of the questions. Simply answering “yes” or “no” on your application form will not be
sufficient and failure to be specific will result in the rejection of your application form at a later stage in
the process.
Please ensure you provide full details of all qualifications / professional registration required for the
post on the application form. Your relevant qualifications must be detailed in full e.g. if English
Language is an essential subject required in the criteria you will NOT be shortlisted if you only
record English (except GCSE English), identifying double awards. It is also essential that you
accurately record all your typing qualifications including the relevant parts, for example Part I & II
for all stages. Please ensure you detail fully your qualifications giving the subject, awarding
body, level, grade and year obtained.
Please note that some posts may require a full current driving licence and access to a car as part
of the essential criteria. It is important that you refer to both parts of this criteria when highlighting
how you meet this requirement, i.e. you must state that you have a full current driving licence, and
that you have access to a car. Failure to demonstrate how you meet both parts of this criterion will
result in you not being shortlisted.
If you are successful at interview, you will be required to produce original documentation of these
qualifications / professional registration prior to commencing the post.

4
References
You must provide the names and addresses of two referees. At least one of the named referees
must be your current or most recent employer. Please note that relatives must not be used. We
will always seek a reference from your last HSC / NHS employer (if applicable), even if this is not
one of your nominated referees. Please note we will not contact your referees until an offer of
employment has been made.
Your references should cover previous employment / training / education within the past 3 years
i.e. needs to be current.
One of your referees should have knowledge of your present work / or most recent employment
and be in a supervisory / managerial capacity. If you are a student you should provide the name of
your college tutor/lecturer or teacher / principal.
Please see below for guidance:
Candidate Employment
Position
Reference 1 Reference 2
Currently employed
From current employer From employer prior to current
Not currently employed
From most recent
employer
From previous employer
Never been employed
Character* reference / relevant Academic** reference / Other
Previously employed in the
HSC/NHS
From current employer From previous HSC/ NHS
employer
Self Employed
Character reference* From previous employer /
relevant Academic** reference /
Other
*Character Reference – e.g. Accountant, Banker, HM Revenue & Customs, Solicitor, Client references or voluntary organisation
**Academic Reference – e.g. school, college, university
This section must be completed in full, therefore be sure to include complete names, job titles, and
addresses, including work email addresses (where applicable) and contact telephone details for
both of your referees.
Disability Requirements
We ask in the questionnaire section if you require reasonable adjustments, due to disability, to
enable you to attend the interview or undertake the duties of the post. Details of disability are only
used for this purpose and do not form any part of the selection process. If you require reasonable
adjustments to be made throughout the recruitment process please contact the Recruitment &
Selection Shared Services Team on 02895 362998 to discuss.

5
Criminal Convictions / Offences
The Trust is committed to the equality of opportunity for all applicants, including those with criminal
convictions. We undertake to ensure an open, measured and recorded discussion on the subject
of any offences or other matters that might be considered relevant for the position concerned, e.g.
the individual is applying for a driving job but has a conviction history of driving offences. This will
be conducted following the selection process if this applies to the successful candidate. Whilst the
disclosure of information does not automatically prevent an individual from obtaining employment, it
is essential that all convictions (other than protected convictions) are disclosed to allow the Trust to
adequately consider their relevance to the post in question. The Trust considers failure by an
applicant to declare complete and accurate information about convictions to be a serious breach of
trust. Information on AccessNI Privacy Notice is available at https://www.justice-
ni.gov.uk/publications/ani-privacy. The Western Health & Social Care Trust policy on the Secure
Handling, Use, Storage and Retention of Disclosure information is available on request.
Trust positions fall under the Rehabilitation of Offenders Exceptions (NI) Order 1979 as amended.
This requires you to tell us about any criminal convictions or offences that you may have. Within
the Health Service, criminal convictions are never regarded as spent and therefore you must tell us
about all previous or pending convictions or offences (including motoring convictions), even if they
happened a long time ago (other than protected convictions).
Access NI Disclosure – the Trust operates in line with the Access NI Code of Practice. Further
details can be obtained from www.accessni.gov.uk.
It should be noted that some posts fall within the definition of ‘Regulated Activity’. Further
information on Regulated Activity can be obtained on request. Any post falling within the definition
of Regulated Activity will be subject to an Access NI Enhanced Disclosure check with Barred list
check.
Completing the Personal Declaration
It is important to remember that when signing the personal declaration section of the manual
application form or submitting your form via http://hscrecruit.com you are stating that the
information you have provided is true, accurate and complete. You are also advised that giving
wrong information or leaving information out could lead to the withdrawal of any offer of
employment, or dismissal if you take up a post.
Data Protection
The information you provide as part of the recruitment process will be processed in accordance
with the Data Protection Act 1998.
Completing the Equal Opportunity Monitoring Form

6
Please note that the information within the Equal Opportunities Monitoring section is regarded as
part of your application and you are strongly encouraged to complete this section. This information
is treated in the strictest confidence and is for monitoring /statistical purposes only. The selection
panel will not have access to this information at any stage of the recruitment process.
Visa Requirements
Successful applicants will be required to demonstrate their eligibility to work in the UK.
The UK Border Agency has suspended sponsorship indefinitely for Tier 3 low skilled workers. The
third tier of the UK based Visa system applies to individuals who wish to come the United Kingdom
to perform low skilled work. This means that the Trust is unable to offer employment to applicants
who require Tier 3 sponsorship. Therefore, if it is identified that you require the above sponsorship,
we will be unable to proceed with your application or any offer of employment.
Submitting your completed form to the Recruitment & Selection Team
Applicants are encouraged to submit their applications online via www.hscrecruit.com and it must
be completed in full by the closing date and time. Applicants choosing to submit a manual
application form may do so and must ensure it is received by the Recruitment & Selection Team by
the closing date and time. Late applications will not be accepted. Manual application forms will
also not be accepted if they are incomplete or have been reformatted.
The standard Application Form is the only acceptable method of application. Information in
support of your application will not be accepted after the closing date and time for receipt of
applications.
Manual application forms should be posted to:
BSO Recruitment & Selection Shared Service Centre
Rosewood Villa
Longstone Hospital
73 Loughgall Road
Armagh
BT61 7PR.
IF YOU ARE SUBMITTING A MANUAL APPLICATION, PLEASE ENSURE THAT YOUR
APPLICATION FORM IS RETURNED TO THE CORRECT ADDRESS AS DETAILED
ABOVE. APPLICATIONS TO THE WRONG ADDRESS WILL NOT BE REDIRECTED
OR RETURNED.
For hard copy applications using Royal Mail please note that 1
st
class mail does not guarantee next
day delivery. It is the responsibility of the applicant to ensure that sufficient postage has been paid
to submit the form to the correct address (as above) by the stated closing date and time. Existing
Health & Social Care staff should not rely on the internal postal system.

7
THE SELECTION PROCESS – WHAT TO EXPECT
Shortlisting
Once the vacancy closes, the shortlisting panel will consider each application and will make a
decision on whether or not the applicant meets the criteria outlined in the Personnel Specification.
Applicants relying on qualifications regarded as equivalent are responsible for providing
evidence as to how their qualifications meet the required standard. If equivalence is not
immediately clear to the shortlisting panel, no enquiries will be made by the Western Trust
and the candidate’s application may not proceed as a result.
Please note that the Western Trust reserves the right to use both the essential and the desirable
criteria at shortlisting. You should therefore make it clear on your application form whether or not
you meet the desirable criteria, as per the Personnel Specification. Failure to do so may result in
you not being shortlisted.
The Assessment Process
The assessment process for this recruitment exercise will be detailed on the Personnel
Specification. If you require any reasonable adjustments to allow you to participate you should
ensure this is clearly detailed in your application form.
Outcomes – once all applicants have completed the selection process, they will be contacted with
the results.
In accordance with best practice, all appointments within the Western Health & Social Care Trust
are made under the ‘Merit Principle’ where the best person for any given post is selected in fair and
open competition.
Competency Based Interviews
If you are applying for a vacancy at Band 7 level or above, you may be required to demonstrate at
interview that you have the required qualities to be effective in this demanding leadership role. The
required competencies will be outlined within the Personnel Specification, and it is recommended
that you refer to the NHS Healthcare Leadership Model in preparation for your interview. This
can be found at http://www.leadershipacademy.nhs.uk/resources/healthcare-leadership-model/.

8
WAITING LIST
Following completion of the selection process, the Recruitment & Selection Department will write
out to all candidates advising if their name is to be placed onto a waiting list, and issue candidates
with a preference form to complete. If you are successful in being placed onto the waiting list, it is
the information provided by you in this form which will inform us as to where you are willing to
accept a post, and what hours you are willing to work. You will only be offered jobs matching
your stated preferences so this information is particularly important in the overall process. The
importance of you carefully and accurately completing this form cannot be over stated.
Where it is established that you are already working temporary within the Trust in the same band
within the same professional group; you will not be offered a further temporary position except
where:-
 The termination advice for your current post has been completed;
Or
 The post available to you is for one year or more and there is less than one year
remaining in your current post. This may require some checking on our part to ensure
that all details are known before an offer can be made.
In order to manage this process as efficiently as possible, if you have been identified as being
employed as a temporary employee for the same professional group as the waiting list and at the
same band, your name will be suspended from the list until you advise the Recruitment & Selection
Department that you have a definite date for when your temporary position will come to an end.
Please note, the termination advice must also have been completed by your manager. At
this point your name will become ‘live’ on the waiting list, in your original ranked order, and you will
be contacted again when further temporary vacancies become available.
If it is established that you have been successful at interview and had your name placed on two or
more waiting lists, and you accept an offer for temporary employment, this may affect further offers
being made from other lists. In these circumstances the Recruitment & Selection Department will
be able to advise you how you are affected by this.
In the event that your name is on more than one waiting list for positions at different bands and / or
different roles to the post you are currently employed within, vacancies will be offered in rank order
and in accordance with your preferences. There will be no restriction to offering you a different
post in a different professional group at the same or different band. For example a temporary
nursing assistant band 3 being offered a temporary band 5 nursing vacancy or a temporary clerical
officer band 2 being offered a temporary personal secretary band 3.
In the event that as a temporary member of staff you have applied for a ‘specific’ temporary post
and this is done through open competition and not taken from a waiting list, there will be no
restriction to the post being offered to you if you are the successful candidate.

9
OTHER IMPORTANT POINTS WHICH YOU MUST ALSO BE AWARE OF
Due to the urgency of filling some vacancies you may be required to give an immediate
response. If the Recruitment & Selection Team is unable to make contact with you, they will leave
a message on your voicemail (if one is available) or send you an email (if you have provided us
with a current email address) asking you to contact our office. If you do not contact the
Recruitment & Selection Team by 12.00 noon the following day we will move to the next person on
the waiting list. This is necessary due to the speed with which we are required to fill posts and to
avoid disruption to service delivery. In these circumstances you will retain your ranked order and
will be contacted again when the next vacancy arises.
In the event that the Recruitment & Selection Team are unable to contact you by the telephone;
voicemail is not available and you have not provided an email address, the Team will proceed to
the next person on the waiting list. As above you will retain your ranked order and will be contacted
again when the next vacancy arises.
In most circumstances if you refuse to accept a post which you have indicated on your preference
sheet that you are interested in, your name will be moved to the bottom of the waiting list, unless
there is a valid reason for your non-acceptance.
If you refuse to accept two posts which you have indicated on your preference sheet that you are
interested in, then your name will normally be removed from the waiting list.
If you have been offered and accepted a post your name will be removed from the waiting list.
However if you have accepted a temporary offer of employment and you have applied for a
permanent and temporary waiting list, you will remain on the waiting list for any permanent posts
that arise in the future.
In the event that you accept a short-term temporary offer of employment which subsequently
comes to an end whilst the waiting list you were appointed from remains in operation, you may
contact the Recruitment & Selection Department prior to the end of your contract to advise that you
are available for work. In these circumstances your name will be added to the waiting list for any
future offers.
If you are a student awaiting qualification/ registration, it is your responsibility to inform the
Recruitment & Selection Team once you are fully qualified/ registered. You will not be made
any offers of employment until this information is received unless the waiting list you
applied to states otherwise.
It is your responsibility to ensure that your contact details and preferences for work are maintained
and up to date. Candidates are advised that they will only be permitted to make changes to their
preference sheets on two occasions during the life span of the waiting list which will normally run
for 12 months.
If you wish to amend your preferences you can do this by emailing your updated information to
erecruitsupport.ssc@hscni.net or by posting the details to the BSO Recruitment & Selection

10
Shared Service, Rosewood Villa, Longstone Hospital, 73 Loughgall Road, Armagh, BT61 7PR.
Please state the title of the post and reference number as detailed on the attached documentation
are included on all correspondence.
It is your responsibility to inform the Recruitment & Selection Department of your holiday
arrangements as this may affect possible offers of employment.
Please note that whilst the Trust will make every effort to allocate you a post as close as possible
to your preference, this may not always be possible due to the availability of posts.
Finally, if you have applied for a post that was trawled internally which required you to be a Trust
employee and you subsequently leave the Trust’s employment, your name will be removed from
the waiting list.
Once on the waiting list, you will be ranked in order of merit and taking account of the preferences
you have stated, jobs will then be offered in that order.
All posts will be offered conditionally on meeting a number of pre-employment checks which
typically include;
 Verification of ID, required Qualifications, Professional Registration, eligibility to work in the UK
and information stated in the application form.
 Satisfactory Enhanced Disclosure Check through Access NI (if applicable).
 Satisfactory Occupational Health check (if applicable).
 Satisfactory References.

11
THE BENEFITS OF WORKING FOR THE HSC
There are many key benefits of working for the HSC. It offers a competitive remuneration package
and terms and conditions of employment - full details of these are available on
http://www.dhsspsni.gov.uk/scuagenda-2
Annual Leave and General Public holidays
The Trust offers excellent provision for Annual Leave and General Public Holidays as follows:
On appointment 27 days plus 10 public holidays
After 5 years service 29 days plus 10 public holidays
After 10 years service 33 days plus 10 public holidays
HSC Pension Scheme / HPSS Superannuation Scheme
Trust staff are automatically enrolled in the Health & Social Care Pension Scheme upon taking up
employment within the HSCNI. Further information may be obtained from the HSC Pension Service
Website at www.hscpensions.hscni.net. Applicants who are already members of the HPSS
Superannuation Scheme may continue with their current arrangements.
Human Resource Policies
The Trust offers a wide range of Human Resource Policies to underpin the value that is placed on our
staff such as a range of Work Life Balance/Flexible Working Policies; Child Care Voucher Scheme etc.
Further information is available on Trust website.
Committed to Equality of Opportunity
The Trust recognises and values the diversity of its workforce and the population it serves and is
committed to a working environment free from intimidation of any kind. Through a systematic and
objective recruitment & selection process the Trust is committed to ensuring that appointment decisions
are taken solely on the basis of merit.

12
OUR VALUES
EXCELLENCE – we are committed to high quality, safety and accountability in our services to
individuals, families and communities.
COMMITMENT – we strive for working environments which promote growth and development,
teamwork, pride, creativity, loyalty and trust.
INTEGRITY – we believe integrity is the foundation for individual and corporate actions. We adhere
to the values of honesty, openness and respect for all.
EQUALITY – we promote equality and fairness for all.
PARTNERSHIPS – we are committed to working in collaboration with services users, communities,
policy makers, commissioners, trades unions and other service providers and to making co-
production and co-design the basis for our service planning and delivery.
EFFICIENCY – we will ensure our resources are used as efficiently and effectively as possible.
The Trust is an Equal Opportunity Employer

13
APPLICATION FORM CHECKLIST
Please use the checklist below to help ensure that you have completed your form in full and
are now ready to submit your application.
HAVE YOU…….
 Read the ‘Information for Applicants’ section of this information pack?
 Clearly demonstrated how you meet each of the criteria requirements?
 Provided full details of two relevant referees?
 Listed current / previous employment details since leaving Education, including details of
posts held, exact dates (DD/MM/YYYY), and a brief summary of main duties undertaken?
 Explained any gaps in employment and listed reasons for leaving previous employment?
 Completed the disability related questions indicating if you require reasonable
adjustments?
 Read and signed / agreed to the personal declaration. REMEMBER: Failure to provide
complete and accurate information may lead to a withdrawal of employment / offer of
employment if this is subsequently discovered?
 Completed your Equal Opportunity Monitoring form in full?
If you have ticked all of the above you are now ready to submit your application form.
Please remember to take a note of the closing date and time, as well as the reference
number of the post you are applying for.

Official document: Ward Manager (Band 7) OPMH SS.docx (pdf)
Ward Manager (Band 7)

Page 1 of 15
PERSONNEL SPECIFICATION
JOB TITLE AND BAND: Ward Manager (Band 7)
DEPARTMENT / DIRECTORATE: Older People’s Mental Health Services /
Primary Care & Older Peoples
LOCATION: Ash & Oak Villas and The Acorn Centre, Tyrone & Fermanagh
Hospital, Omagh
DATE: October 2026
Notes to applicants:
1. You must clearly demonstrate on your application form under each question, how
you meet the required criteria as failure to do so may result in you not being
shortlisted. You should clearly demonstrate this for both the essential and desirable
criteria.
2. Shortlisting will be carried out on the basis of the essential criteria set out in Section
1 below, using the information provided by you on your application form. Please
note the Trust reserves the right to use any desirable criteria outlined in Section 3 at
shortlisting. You must clearly demonstrate on your application form how you meet
the desirable criteria.
3. Proof of qualifications and/or professional registration will be required if an offer of
employment is made – if you are unable to provide this, the offer may be withdrawn.
ESSENTIAL CRITERIA
SECTION 1: The following are ESSENTIAL criteria which will initially be measured at
shortlisting stage although may also be further explored during the interview/selection stage.
You should therefore make it clear on your application form whether or not you meet these
criteria. Failure to do so may result in you not being shortlisted. The stage in the process when
the criteria will be measured is stated below.
Factor Criteria Method of
Assessment
Qualifications
/ Registration
/ Experience
Registered Nurse on Part 1 of the live NMC Register
(Mental Health Branch).
Have a Nursing Degree AND 3 year’s post-registration
experience within Mental Health services
OR
Have 5 years post-registration experience as a Band 5
including 3 years within Mental Health services
OR
Shortlisting
by
Application
Form

Page 2 of 15
Have 5 years post-registration experience which must include
a minimum of 2 years at Band 6 in Mental Health services.
Other Hold a current full driving licence which is valid for use in the
UK and have access to a car is essential. This criteria will be
waived in the case of applicants whose disability prohibits
driving but who have access to a form of transport approved
by the Trust which will permit them to carry out the duties of
the post.
Shortlisting
by
Application
Form
SECTION 2: The following are ESSENTIAL criteria which will be measured during the
interview/ selection stage:
Skills /
Abilities
• Effective communicator.
•
• Budget management.
•
Interview
Knowledge
• Clinical Supervision and Appraisal.
•
• Clinical & Social Care Governance.
•
• Risk Management.
•
Interview
Competencies Candidates who are shortlisted for interview will need to
demonstrate at interview that they have the required
competencies to be effective in this demanding leadership
role. The competencies concerned are set out in the NHS
Healthcare Leadership Model, details of which can be found
at
http://www.leadershipacademy.nhs.uk/resources/healthcare-
leadership-model. Particular attention will be given to the
following dimensions:
• Leading with care
• Evaluating information
• Engaging the team
• Holding to account
• Developing capability
Interview

Page 3 of 15
DESIRABLE CRITERIA
SECTION 3: these will ONLY be used where it is necessary to introduce additional job related
criteria to ensure files are manageable. You should therefore make it clear on your application
form how you meet these criteria. Failure to do so may result in you not being shortlisted
Factor Criteria Method of
Assessment
Experience
• Experience in working with Older People at a band 6.
Shortlisting
by
Application
Form
Qualifications
• Certificate/diploma/degree in management
Shortlisting
by
Application
Form
If this post is being sought on secondment then the individual MUST have the
permission of their line manager IN ADVANCE of making application.
As part of the Recruitment & Selection process it may be necessary for the Trust to
carry out an Enhanced Disclosure Check through Access NI before any appointment
to this post can be confirmed.
“The successful candidate can expect to be placed at the minimum point of the pay
scale, although a higher starting salary, within the range of the pay band may be
available if the person appointed has experience relevant & equivalent to the post. If
the successful candidate is an existing HSC employee moving to a higher band, AFC
Pay on Promotion will apply.”
“Are able to request Flexible Working from the 1
st
day of their employment. A number
of flexible working provisions are offered by all HSC Organisations including Full-time
working, Fixed working patterns, Part-time working, Flexi-time, Compressed/elongated
hours, Average hours working patterns, Term-time working, Job-share or
Homeworking for some or all of the working pattern, depending on the role being
undertaken. Successful applicants are encouraged to discuss with their manager what
Flexible Working provisions may be available in the role they are taking up, prior to
commencing employment, to help them achieve a positive Work/Life Balance”.
Successful applicants may be required to attend for a Health Assessment
THE TRUST IS AN EQUAL OPPORTUNITIES EMPLOYER

Page 4 of 15
JOB DESCRIPTION
Ash and Oak are inpatient units providing admission, assessment, treatment &
rehabilitation services for older people with Mental Health problems. Ash is a 10
bedded unit specifically dedicated to addressing the needs of Older People with
memory impairment and dementia. Oak is a 10 bedded Unit specifically dedicated to
addressing the needs of Older People with Mental Health problems. Both units are
served by the Acorn Centre delivering therapeutic interventions
We are looking for a highly motivated individual with excellent leadership and
communication skills who will manage all 3 units.
The Ward Manager will give clear direction to the service and create a culture in
which staff work together towards the common goal of providing high quality services
for older people with mental health problems in line with evidence based practice.
The Ward Manager will work closely with the Head of Service and will assist the
reform and modernisation of the service in line with Trust strategy and within the
budgetary allocations ensuring optimum utilisation of the resources available, whilst
ensuring that service standards and patients’ needs are addressed consistently.
The Ward Manager will assist with the development of mental health services for
older people by harmonising existing and new developments and taking forward
agreed initiatives outlined in the Trusts Service delivery plan and the directorate’s
strategic plan.
JOB TITLE: Ward Manager
BAND: 7
DIRECTORATE: Primary Care & Older People’s, Older People’s Mental Health Services
INITIAL LOCATION: Ash & Oak Villas and Acorn Centre, Tyrone & Fermanagh Hospital
REPORTS TO: Head of Older People’s Mental Health Services & Lead Nurse
ACCOUNTABLE TO: Lead Nurse
FLEXIBLE WORKING
PROVISIONS AVAILABLE Full-time working, Fixed working patterns, Term-
time working
JOB SUMMARY

Page 5 of 15
The Ward Manager will develop close liaison and effective links with hospital and
other services including the independent and voluntary sector organisations and
promote personal and public involvement including developing opportunities for
users, carers and advocates to make comment on services provided. The ward
manager will also work in partnership with the community mental health team.
MAIN DUTIES & RESPONSIBILITIES
1. Service Delivery
1.1 Ensure wards are in readiness for RQIA unplanned inspections.
1.2 Maintain patient throughput in wards agreeing estimated dates of discharge and
minimizing delayed discharges.
1.3 Work closely with medical staff in managing bed capacity and occupancy and
reducing length of stay
1.4 Develop and prioritise yearly objectives for the Ward and ensure that staff are
involved in their achievement.
1.5 Liaise with all disciplines across the Hospital and Community boundaries ensuring
sound communication and effective working arrangements operate at all levels,
promoting a seamless service for users including rapid access to inpatient beds
when needed and safe discharge arrangements are in place.
1.6 Participate in Management meetings and conduct departmental meetings which
should be the focal point for problem solving.
1.7 Ensure information is provided to patients and their family/significant others on
the nature of their condition and possible courses of treatment.
1.8 Monitor catering, cleaning, laundry and portering services to ensure a satisfactory
service delivery. Liaise with the appropriate service manager as and when
required.
1.9 Ensure that the department environment and equipment meet health and safety
regulations and that risk management policies are in place.
1.10 Promote Service Development initiatives including evaluation of outcomes on
patient care.
1.11 Establish client feedback on service delivery via meetings, questionnaires.
1.12 To ensure a multidisciplinary approach to patient assessments and care
provision in line with regional policy guidelines and recommendations.

Page 6 of 15
1.13 To ensure that risk assessments are carried out and policies and procedures
are adhered to in accordance with the Vulnerable Adults policy.
1.14 Promote high morale by good personnel practice, working methods, and
consistency in approach, thus improving direct patient care.
2. Communication & Information Management
2.1 Communicate effectively with staff and maintain productive working
relationships amongst staff and with others
2.2 Report and record all accidents, untoward incidents, sickness and absence,
within your area of responsibility, using appropriate processes.
2.3 Deal with and report complaints, in keeping with Trust Policy, and assist with
investigations, when necessary.
2.4 Motivate and support professionals involved in sharing and disseminating
knowledge and information.
2.5 Ensure that appropriate records including computerised information systems
are maintained in accordance with Trust policies.
2.6 Ensure statistical information required by the Trust is returned; this will include
entry of computerised data.
2.7 Ensure all staff maintain manual and computerised records to a high standard
and that staff conform to data protection act and the HSS guidance for the
protection and use of patient and client information.
3. Quality
3.1 Ensure that the needs of patients and their carers are at the core of the way
that the Trust delivers services
3.2 Work within the Trust’s governance framework to ensure policies and
procedures meet relevant statutory requirements, professional standards,
policy guidance and workforce and regulatory requirements.
3.3 Support the Trust in advancing its compliance with Risk Management Controls
Assurance Standards and to contribute to improving governance across the
organisation.

Page 7 of 15
3.4 Promote a culture of continuous service improvement amongst staff,
encouraging their participation and that of service users in reviewing and
modernising current services and in service development.
3.5 The Ward Manager will be responsible for the identification of risks and the
development of risk management plans in order to promote safety and
maintain a secure environment.
3.6 Maintenance, promotion and development of clinical governance standards in
line with regional policy, guidelines and recommendations including Bamford
Review; Service Framework for Mental Health and Wellbeing, Northern Ireland
Dementia Strategy, RQIA standards and Patient Safety initiative.
3.7 To monitor standards of care, evaluate same and direct action to maintain
standards at an appropriate level.
3.8 To ensure that the appropriate arrangements are in place for the assessment,
planning and implementation of individual programmes of care.
3.9 Implement and maintain the Intergrated Care Planning (ICP) process and
documentation ensuring all MDT members contribute to same
3.10 Encourage innovation and new concepts, initiate research to test new ideas,
participate in project development initiatives, implement agreed changes in
nursing practice.
3.11 Develop written standards of care and conduct departmental audits which allow
the effectiveness of care to be evaluated including clinical audits, Infection
Prevention and Control audits and Environmental Cleanliness audits.
3.12 Complete and maintain Key Performance Indicators (KPI’S). Highlight and
address any non compliance to Head of Service.
3.13 Implement and address RQIA recommendations and complete and follow
through Quality Improvement plans (QIP’S)
3.14 Participate in quality assurance initiatives, which promote efficiency and
effectiveness and improved patient experience.
3.15 Implement all agreed policies and report on the effectiveness of same.
3.16 Give advice and support and supervision to all staff on clinical matters and give
additional support to junior nurses to develop initiative and ensure safe nursing
practice.
3.17 Follow current DHSS and NMC guidelines regarding the ordering, storage,
administration and recording of medication.

Page 8 of 15
3.18 Ensuring adherence to the Legal requirements of the Mental Health Legislation.
3.19 Keep abreast of changes and developments in Mental Health Policy and mental
health nursing and attend in-service training and courses as required.
3.20 To promote practice within professional codes of conduct/practice, providing
an environment where knowledge and expertise are maintained and
developed within the scope of professional practice.
3.21 To ensure systems are in place to monitor staff compliance with professional
registration requirements and that professional standards and code of practice
are observed.
3.22 Record, monitor and investigate accidents/incidents, comply with
complaints/compliments system and respond appropriately to issues arising.
4. Financial & Resource Management
4.1 Develop and monitor appropriate controls within scope of responsibility in
accordance with the Trust’s Schedule of Delegated Authority
4.2 Adhere to agreed policies and procedures including standing financial
instructions.
4.3 Authorise mileage forms and stock and non-stock requisitions in accordance
with the Schedule of Delegated Authority.
4.4 Ensure that the Trust’s funds are effectively used, that financial commitments
represent value for money and comply with standing financial instructions and
Trust protocol.
4.5 Manage and monitor service standards, contracts and agreements arising from
relationships with internal and external suppliers.
4.6 Promote best practice and value for money through audit, research and the
development of evidence based practice.
4.7 Manage and monitor pay and non pay budgets and other resources devolving
authority for use of resources appropriately whilst retaining responsibility.
4.8 To ensure that the resources are targeted effectively and managed within
budget.

Page 9 of 15
5. People Management
5.1 Establish a supportive, fair and open culture that encourages and enables staff,
within your area of responsibility, to meet required performance standards.
5.2 Identify, at least annually through performance appraisal, training and
development needs of staff in line with the NHS Knowledge and Skills
framework and to carry out the development review process as required.
5.3 Manage the recruitment, induction, training, development, motivation and
appraisal of staff to ensure the effective and efficient delivery of services to
meet client need.
5.4 Participate in the orientation and induction of new staff and in the development
of good interpersonal relationships.
5.5 Encourage good practice and act as a role model, give leadership and support
to staff and encourage effective teamwork within your area of responsibility.
5.6 Manage and document grievance and disciplinary matters in keeping with
Trust policies.
5.7 Take responsibility for managing and improving attendance of staff in
accordance with the Trust’s Managing Attendance Protocol.
5.8 Establish and promote a supportive, fair and open culture that encourages
and enables all parts of the team to have clearly aligned goals and objectives,
to meet the required performance standards and to achieve continuous
improvement in the services they deliver.
5.9 Ensure access to skills and personal development through appropriate
training and support.
5.10 Promote a culture of openness and honesty to enable shared learning.
5.11 Encourage and empower others in their team to achieve their goals and
reach their full potential through regular supportive conversation and
shared decision making
5.12 Adhere to and promote Trust policy and procedure in all staffing matters,
participating as appropriate in a way which underpins Trust values. Ensure all
staff are fully aware and adhere to DHSS and Trust policies, e.g., Health &
Safety, COSHH, Complaints.
5.13 Supervise the work of the nursing staff allocated to the units, assess and
develop skills based on identified needs in line with draft Framework for
Mental Health Nurses in N Ireland 2011–16 (Delivering excellence supporting

Page 10 of 15
recovery).
5.14 Maintain duty rostering systems which facilitate the most effective uses of
staff resources.
5.15 Ensure formal Clinical Supervision methods/systems are in place.
5.16 Take part in teaching pre and postgraduate students and facilitate placements
where appropriate.
5.17 Facilitate the placement of students and afford them opportunities to meet their
educational objectives.
.
5.18 Ensure staff are focused on meeting PFA targets including discharge and
resettlement targets.
5.19 Monitor staff attendance and take appropriate action at an early stage in
accordance with Trust policy.
5.20 Implement the WHSCT Unit’s Disciplinary Rules and Procedures where
breaches occur.
5.21 To undertake an analysis of the training needs on an annual basis.
5.22 Participate on disciplinary and grievance panels and other procedures in
Accordance with Trust policies.
5.23 Ensure that all staff are involved in planning to meet a changing and developing
service.
6. General Management Responsibilities
6.1 The post holder will promote and support effective team working, fostering a
culture of openness and transparency. The post holder will ensure that they
take all concerns raised with them seriously and act in accordance with ‘Your
right to raise a concern (Whistleblowing)’ policy and their professional code
of conduct, where applicable.
6.2 To undertake an annual training needs assessment and co-operate with the
Clinical Education Centre (CEC) in all matters relating to Nurse training.
6.3 Identify gaps in service and provide information to the Head of Services
regarding relevant issues, pressures and resource needs.
6.4 Formulate a Health & Safety Policy in keeping with current Health & Safety
Legislation for the Trust.

Page 11 of 15
6.5 Ensure compliance with the Trust’s fire policy and liaise with the Fire Officer
regarding lectures, fire drills, evacuations, etc.
6.6 Monitor use of supplies/equipment and stock levels within the department,
ensuring cost effective use of resources.
6.7 Comply with Trust policy on handling of patients’ property.
General Requirements
The post holder will be required to:
• Ensure the Trust’s policy on equality of opportunity is promoted through
his/her own actions and those of any staff for whom he/she has responsibility.
• Co-operate fully with the implementation of the Trust's Health and Safety
arrangements, reporting any accidents/incidents/equipment defects to his/her
manager, and maintaining a clean, uncluttered and safe environment for
patients/clients, members of the public and staff.
• Adhere at all times to all Trust policies/codes of conduct, including for
example:
o Smoke Free policy
o IT Security Policy and Code of Conduct
o standards of attendance, appearance and behaviour
• Contribute to ensuring the highest standards of environmental cleanliness
within your designated area of work.
• Co-operate fully with regard to Trust policies and procedures relating to
infection prevention and control.
• All employees of the WHSCT are legally responsible for all records held,
created or used as part of their business within the WHSCT including
patients/clients, corporate and administrative records whether paper-based or
electronic and also including emails. All such records are public records and
are accessible to the general public, with limited exceptions, under the
Freedom of Information act 2000 the Environmental Information Regulations
2004, the General Data Protection Regulations (GDPR) and the Data
Protection Act 2018. Employees are required to be conversant with the

Page 12 of 15
WHSCT policy and procedures on records management and to seek advice if
in doubt.
• Take responsibility for his/her own ongoing learning and development, in
order to maximise his/her potential and continue to meet the demands of the
post.
• Represent the Trust’s commitment to providing the highest possible standard
of service to patients/clients and members of the public, by treating all those
with whom he/she comes into contact in the course of work, in a pleasant,
courteous and respectful manner.
• The HSC Code of conduct sets out the standards of conduct expected of all
staff in the Western Health & Social Care Trust and presents standards of
conduct and behaviours required during and after employment with the Trust.
Professional staff are expected to follow the code of conduct for their own
professions as well as this code.
• Staff members are expected to involve patients, clients, carers and the wider
community were relevant, in developing, planning and delivering our services
in a meaningful and effective way, as part of the Trust’s ongoing commitment
to Personal and Public Involvement (PPI).
• Please use the link below to access the PPI standards leaflet for further
information.
• http://www.publichealth.hscni.net/sites/default/files/PPI_leaflet.pdf
• Employees must at all times abide by Trust policies and procedures and the
terms of their contract of employment. They must conduct themselves with
impartiality, integrity, objectivity and honesty and maintain high standards of
personal and professional accountability.
• Employees are expected to demonstrate commitment to the Trust by ensuring
regular attendance at work and efficient completion of duties.
• Employees must ensure that they comply with any risk management
responsibilities specific to their post, and as set out in the Trust’s Risk
Management Strategy.
• The Trust is committed to the development and implementation of systems
under Integrated Governance to ensure continuous improvement in the quality
of services provided. Employees will be expected to co-operate and work with
such systems.
• All information concerning patients and staff must be held in the strictest
confidence and may not be divulged to any unauthorized person.

Page 13 of 15
• Employees must ensure that equality and human rights issues are addressed
within the post holder’s area of responsibility in accordance with the Trust’s
Equality Scheme.
This Job Description will be subject to review in the light of changing circumstances
and is not intended to be rigid and inflexible but should be regarded as providing
guidelines within which the individual works. Other duties of a similar nature and
appropriate to the grade may be assigned from time to time.
It is a standard condition that all Trust staff may be required to serve at any location
within the Trust's area, as needs of the service demand.
October 2026

All staff are expected to display the HSC Values at all times