Advertised role location: Omagh Hospital and Primary Care Complex
Official document: Applicant Info Pack - BSO Single Post and Shortlisting - amended (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 handled 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
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.

9
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

10
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: Macmillan Specialist Palliative Care Team Manager (Band 8a).docx (pdf)
Macmillan Specialist Palliative Care Team Manager /
Service Improvement Lead (Band 8a)

P a g e | 1
JOB DESCRIPTION
JOB SUMMARY
The post holder will be responsible for the operational management of the Multi-
disciplinary Specialist Palliative Care Teams and will provide Trust-wide operational
management to the Macmillan AHP and Social work team, Band 6 Nurses, Band 7
Clinical Nurse Specialists, Band 8a Advanced Nurse Practitioner and the Medical
Secretaries and Administration staff within the team.
They will also be professionally responsible for the management of the Clinical Nurse
Specialists, Palliative Care Nurses and Advanced Nurse Practitioner in Palliative Care
across the WHSCT.
The post holder will be responsible for strategic planning including being responsible
for and implementing service planning objectives for performance and service
improvement across Palliative care services Trust-wide. The post holder will assume
service improvement lead role and will provide strategic leadership necessary to our
hospital and community palliative care services, supporting the implementation of the
recommendations of all local, regional and national priorities.
JOB TITLE: Macmillan Specialist Palliative Care Team
Manager / Service Improvement Lead
BAND:
DIRECTORATE:
INITIAL LOCATION:
8a
Community and Older Peoples Services
Trust Wide – Base to be agreed
REPORTS TO: Assistant Director Intermediate Care
ACCOUNTABLE TO:
FLEXIBLE WORKING
PROVISIONS AVAILABLE:
Assistant Director Intermediate Care
This post will be for 18.75 hours per week / Job
Share

P a g e | 2
The post holder will be the Nursing Lead for palliative care within the Trust.
KEY DUTIES / RESPONSIBILITIES
Modernisation:
• Have a proactive approach in service improvement and modernisation and to
assist in the development of new and innovative services.
• Develop services that align with the Corporate / Directorate Delivery Plans.
• Take a lead on benchmarking services ensuring that objective assessment is
undertaken and action plans are developed which can effectively improve
patient care.
Collaborative Working and Key Working Relationships:
• Promote partnerships and joint working in line with the WHSCT strategic
direction.
• Create a strong patient focused team that can work effectively across
disciplines and challenge organisational barriers.
• Participate in clinical and professional networks across the WHSCT and
communicate effectively with all members of the multidisciplinary team.
• The post holder will operationally work in partnership with the Specialist
Palliative Care Community Nursing Team leads to inform, support and develop
effective ways of working with these contracted services e.g Foyle Hospice
Community Nursing Team Omagh and Fermanagh.
• The post holder will have oversight of Specialist Palliative Care Community
Nursing Contracts for these services in Omagh and Fermanagh area where
Trust holds a contract for such services e.g. Foyle Hospice Community Nursing
Team.
• The post holder will operationally work in partnership with SCUK to inform,
support and develop effective ways of working with this contracted service. The
post holder will have oversight of the contracted services provided by
Supportive Care UK (SCUK) Out of hours Consultant Telephone Advice
Service and the monitoring and reporting on this service.

P a g e | 3
People Management:
• 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.
• The post holder will facilitate and chair monthly Specialist Palliative Care Team
(SPCT) meetings with the wider SPC teams to include Foyle Hospice to ensure
open communication, support, and raising awareness to provide a forum for
sharing, education and reporting on developments.
• Ensure staff are supported at all times in their decision making and that they
are equipped and able to manage their particular areas of responsibility.
(people management)
• Be highly visible, accessible and approachable to staff so that open and honest
communication channels can be created and established. (people
management)
• Encourage and empower others in their team to achieve their goals and reach
their full potential through regular supportive conversation and shared decision
making
• Manage staff performance and monitor the same through the Trust appraisal
process, competency assessment frameworks, the KSF framework,
compliments, complaints and Trust supervision processes.
• The post holder will lead on workforce planning for Specialist Palliative Care
(SPC) services (excluding medical SPC workforce planning) within the Western
Trust Locality and will contribute to wider SPC workforce planning regionally.
• Be responsible for the recruitment, selection, appointment and retention of
staff.
• Promote a culture of openness and honesty to enable shared learning and
ensure robust induction programmes are in place for staff.
• Implement disciplinary / grievance procedures as required.
• Delegate an appropriate level of responsibility and decision making to staff as
appropriate whilst retaining the responsibility and accountability for results.
:

P a g e | 4
• Adhere to and promote Organisational policy and procedure in all staffing matters,
participating as appropriate in a way which underpins The Organisation’s values.
Professional Leadership:
• The post holder will provide Senior Palliative Care Nurse Representation at a
variety of local and regional groups / forums / networks / working groups and
will contribute to service improvement by the provision of expert knowledge,
skill and understanding for example Northern Ireland Senior Nurse Palliative
Care Reference Group.
• Be responsible for ensuring compliance with clinical governance requirements.
• Maintain own professional development and registration with Professional
Regulatory Body.
• Act within the NMC code of professional conduct
• Provide NMC revalidation for Nursing Staff
• Act as an expert and resource for information and support in clinical practice.
Information Management:
• The post holder will undertake local and regional scoping and reporting as
requested from the Trust and through SPPG, PHA and Department of Health.
• Provide advice, guidance, support and professional management to staff to
promote confidence within the service area.
• Develop key performance indicators for service delivery and monitor the same.
The post holder will be responsible for the monitoring of data e.g. referrals and
team activity and ensure robust systems are in place for capturing and reporting
this data.
Finance and Resource Management:
• Manage a budget and ensure the effective and efficient use of resources in
accordance with agreed and funded priorities.
• Ensure the effective management, use and maintenance of all assets within
Specialist Palliative Care.

P a g e | 5
• Contribute to financial efficiency targets as required.
• Be responsible for the process for procurement of goods and services within
the teams.
• Be responsible for the appropriate, effective and efficient use of Endowment
and Goods funds within Specialist Palliative Care and approve under the
Trust SODA process.
Quality and Governance:
• The post holder will be a core member and contribute to the Trust Palliative
Care Mortality and Morbidity meeting.
• Facilitate the monitoring of clinical standards where areas of concern are
identified.
• Lead and develop excellence in palliative care through service improvement
and a continuous review of evidence based clinical standards.
• Review clinical nursing practices ensuring compliance with clinical governance
structures.
• Lead on the development and implementation of policies, protocols, standards
and guidelines for best practice within palliative care services and monitor the
same.
• Ensure robust systems are in place and a safe environment can be maintained
for all clients and staff and be responsible for annual risk assessment of staff
bases.
• Contribute to the WHSCT governance processes and any forums associated
with governance for example be an active member of the Trust Nursing and
Midwifery Group and the Community Nurse Governance Group.
• The post holder will be an active member and contribute to the Trust Nursing
and Midwifery Executive (NME).
• Ensure systems are in place for the procurement, maintenance and
replacement of all medical devices and other community equipment used within
the Specialist Palliative Care Team.
• Ensure all incidents / accidents are recorded on DATIX, monitored and
appropriate action is taken to prevent a reoccurrence.

P a g e | 6
• Support the Management Development Team to implement the palliative and
end of life care standards and Palliative Care in Partnership SPPG targets.
• Ensure the development of patient centred services through proactively
promoting evidenced based research and regular audit.
• Ensure nurses within the team receive Clinical Supervision in accordance with
the Trust Supervision Policy.
• Ensure Allied Health Professionals and Social Work staff within the team have
access to regular professional supervision from their professional groups and
provide these staff with joint operational and professional appraisal annually.
• Facilitate and provide appraisal in line with the Trust Appraisal policy.
• Carry out annual reviews for non- medical prescribers within the team or
delegate this responsibility to other appropriate health professionals for
example medics within the team to ensure continued fitness to practice and
prescribe within agreed parameters.
Education, Research and Audit:
• Promote a culture of continuous learning and development within palliative
care.
• Promote the development of a research based culture.
• Ensure staff are kept up to date with current developments regarding palliative
care.
• Evaluate educational developments within palliative care in relation to their
impact on, training need and expenditure.
• Develop a robust training and development plan based on staff need.
• Take personal responsibility for own professional development.
• Act as a resource and facilitator for staff and ensure correct information is
available to professional staff to base their decisions on.
• Undertake regular audit in relation to service improvement in order to effect
required changes.
• The post holder will identify education and development opportunities and
develop and deliver on a framework for education and development of

P a g e | 7
Specialist Palliative Care Team members to include Nursing, AHP and Social
work team members.
• The post holder will contribute and be an active member of the Trust Education
and Workforce Group and a member of the Regional Palliative and End of Life
Care Education Group.
• Support the facilitation and delivery of advanced communication skills training
in line with recommendation 53 of the Cancer Strategy within the Western Trust.
Service Improvement
• The post holder will assume the responsibility of Service Improvement Lead for
palliative care – to lead and support on the Regional priorities for palliative care
as outlined in the Palliative Care in Partnership Programme (PCiP) and attend
and be an active member to any forums relating to this role.
• The post holder will be an active member and report to the Palliative Care in
Partnership Locality Board. The post holder will be responsible for reporting on
progress against PCiP regionally agreed palliative care work plans, key
performance indicators.
• The post holder will analyse key information / findings to inform service
improvement plans and work collaboratively with a wide range of stake holders
to communicate, agree and mobilise priorities for action.
• The post holder will lead on Local, Regional and National audits and analyse
and communicate key information to inform and develop action plans to support
improvement e.g. National Audit for End of Life Care (NACEL).
• The post holder will be a member and actively contribute to locality groups
supporting palliative and end of life care e.g. End of Life Care in the Hospital
Setting Group and the Medicines for End of Life Care in the Primary Care
Setting Group and contribute actively to any sub-groups / task and finish groups
related.
General Management Responsibilities
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.

P a g e | 8
The post holder will, in the event of a concern being raised with them, ensure it is
managed correctly under the ‘Your right to raise a concern (Whistleblowing)’ policy,
and ensure that feedback/learning is communicated at individual, team and
organisational level regarding the concerns raised, and how they were resolved.
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:
• Smoke Free policy
• IT Security Policy and Code of Conduct
• 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
WHSCT policy and procedures on records management and to seek advice if
in doubt.

P a g e | 9
• 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.

P a g e | 10
• 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

P a g e | 11
PERSONNEL SPECIFICATION
JOB TITLE AND BAND: Macmillan Specialist Palliative Care Team Manager /
Service Improvement Lead (Band 8a)
DEPARTMENT / DIRECTORATE: Community and Older People
LOCATION: Western Trust Area – base to be determined
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
Level 1 Registered Nurse (adult) on the live NMC Register.
Post Registration study to include Specialist Practice Diploma or
Degree or equivalent in Cancer / Palliative Care and a minimum of 3
years working in a Band 7 or above in a management role**
OR
Post Registration study to include Specialist Practice Diploma or
Degree or equivalent in Cancer / Palliative Care and minimum of 5
years working at Band 7 (to include 2 years working with palliative
care needs)
Shortlisting
by
Application
Form

P a g e | 12
2 years’ experience in working with a diverse range of stakeholders
internal and external to the organisation to achieve successful
outcomes.
2 years’ experience in delivering against challenging performance
objectives and making significant improvements.
** Note Management Role is defined as Band 7 or equivalent and
above and should include staff management/management
responsibility for a service or locality.
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
Demonstrate evidence of managing complex service improvements
across a diverse working environment within a health care setting
Ability to prioritise and have results orientated approach
Leadership ability and effective communication
Ability to think innovatively and be solution focused
Excellent information management skills
Strong project management skills including planning, governance
and performance monitoring.
Interview
Knowledge
Demonstrate a comprehensive knowledge of local, regional and
national palliative and end of life care priorities, including relevant
strategic drivers.
Worked with a diverse range of stakeholders internal and external
to achieve successful outcomes
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
Interview

P a g e | 13
http://www.leadershipacademy.nhs.uk/resources/healthcare-
leadership-model.
Particular attention will be given to the following dimensions:
• Leading with care
• Engaging the team
• Developing capability
• Influencing for results.
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
2 years of effective people management with direct
management responsibility
Shortlisting by
Application Form
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

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