The Matron for Matron – Antenatal outpatients and Screening will provide clinical, professional and managerial leadership to the Antenatal outpatient and Screening teams across MWL.
They will have overall accountability within their areas of responsibility for the monitoring, review, improvement and provision of evidence and assurance relating to patient care and operational management of their Clinical Area(s).
The post holder will be responsible for providing midwifery leadership to the clinical areas and contributing to the operational management across Maternity.
This role would suit someone with extensive experience in operational line management as a band 7 Midwife, who is self motivated and passionate about maternity outpatient services and screening and can provide strong leadership in service development for these areas.
This is an exiting opportunity to lead the Antenatal service across all MWL Hospital Sites. Your main base will be at Ormskirk Hospital although you will travel between sites on a regular basis. You will work closely with the other Maternity Matrons across MWL along with the Paediatric/Neonatal and Gynaecology Matrons. You will have overall operational responsibility for your areas ensuring all service requirements are met and aligned with the needs of the local population and the national maternity improvement programmes.
An Enhanced DBS with barred lists for both Adults & Children is required for the post.
• Agree service requirements with relevant service/nursing leads, Ward Managers, Sister/Charge Nurses.
• Plan service requirements as identified, in consultation with relevant stakeholders.
• Maintain a healthy, safe and productive working environment in line with legal, organisational and professional requirements.
• Monitor the quality of nursing/midwifery services through Quality Care Indicators (QCI) and local metrics.
• Provide nursing/midwifery knowledge and skills to undertake the operational management and strategic development of the service.
• Escalation of any professional nursing concerns to the Deputy Director of Midwifery and the Clinical Director/Manager as appropriate.
• Contribute to performance management of the service ensuring delivery of key targets by assisting in collecting and collating evidence necessary to demonstrate compliance with CQC essential standard and escalate to the relevant manager.
Mersey and West Lancashire Teaching Hospitals NHS Trust serves a population of over 600,000 with a workforce of over 9000 dedicated and skilled staff across 21 sites.
We strongly believe that the communities we serve should all have access to Five Star Patient Care.
Our services:
Acute Care
Providing emergency and maternity services at Whiston, Southport and Ormskirk hospitals, and medical and surgical specialties across all our sites.
Primary Care
Providing primary care services at Marshalls Cross Medical Centre situated in St Helens Hospital.
Community Services
Providing adult community services for St Helens and a wheelchair service in Chorley, South Ribble, and West Lancashire. Our inpatient unit at Newton Community Hospital is where patients needing acute hospital beds can continue rehabilitation, freeing up space for more unwell patients. We also provide urgent care at our Urgent Treatment Centre located in St Helens town centre.
Specialist Regional Services
We provide the Mersey Regional Burns & Plastic Surgery Unit at Whiston Hospital and the Spinal Injuries Unit at Southport Hospital to more than 4 million people across the whole of Merseyside, West Lancashire, Cheshire, Isle of Man and North Wales.
Achievements:
• Rated Outstanding by CQC Inspection August 2018
• Top 100 places to work in the NHS (NHS Employers & Health Service Journal)
• National Preceptorship Accreditation (2023) for Nursing & AHP Preceptorship Programme
KEY DUTIES
• Agree service requirements with relevant service/nursing leads, Ward Managers, Sister/Charge Nurses.
• Plan service requirements as identified, in consultation with relevant stakeholders.
• Maintain a healthy, safe and productive working environment in line with legal, organisational and professional requirements.
• Monitor the quality of nursing/midwifery services through Quality Care Indicators (QCI) and local metrics.
• Provide nursing/midwifery knowledge and skills to undertake the operational management and strategic development of the service.
• Escalation of any professional nursing concerns to the Deputy Director of Midwifery and the Clinical Director/Manager as appropriate.
• Contribute to performance management of the service ensuring delivery of key targets by assisting in collecting and collating evidence necessary to demonstrate compliance with CQC essential standard and escalate to the relevant manager.
• Maintain a high profile in the clinical areas being accessible to staff, patients and their families providing support and advice and addressing any problems
SERVICE QUALITY, IMPROVEMENT & DEVELOPMENT
• Manage and lead change in work methods and practice that will improve the standards of care for patients.
• Identify opportunities for improvements in nursing/midwifery and clinical practices as highlighted through evidence, research-based practice and national standards, e.g. National Service Frameworks, National Institute of Clinical Excellence, local QCI and metrics and statutory inspections.
• Evaluate proposed changes for benefits and disadvantages and plan the implementation
of changes in work methods and practice/midwifery practice and facilitate compliance within Quality Care Indicator standards.
• Comply with all relevant policies, procedures and training on infection prevention and control and lead IPC principles within their services.
• Improve the patients’ experience within designed clinical areas by assuring the highest standards of clinical/non-clinical care through effective line management and professional leadership of the nursing workforce.
• Ensure the delivery of nursing/midwifery care and the environment, particularly in relation to complex and/or vulnerable patients, is patient focused and best practice.
• Ensure action is taken in relation to all statutory feedback through audits and CQC/Friends and Family Test/complaints feedback related to patient experience.
BUDGET & RESOURCE MANAGEMENT
• Manage the use of physical resources in consultation with Ward Managers / Sisters / Charge Nurses, to ensure a safe, effective, high quality service that is cost effective is provided.
• Be responsible, accountable within delegated budget and authorise expenditure in line with Standard Finance Instruction (SFI).
• Authorised Signatory for timesheets and temporary staffing authorisation.
• To develop managers/leaders in understanding and adherence to the Trust’s Financial Regulations/Standing Financial Instructions.
• To actively participate in identifying cost improvement plans (CIPs) and implement CIPs within the CBU/service.
PROFESSIONAL CONDUCT
• Maintain and develop own professional competence and expertise and comply with the NMC statutory regulations at all times.
• Act as role model for nursing/midwifery and clinical staff ensuring that their practice is in accordance with his/her job role, job description and professional parameters.
• Continuously develop individual knowledge and skills, particularly in relation to evidence-based practice.
PEOPLE MANAGEMENT RESPONSIBILITIES
• Develop and maintain productive working relationships to ensure a high standard of patient care.
• Enhance the trust and support of senior staff, colleagues and the multi-disciplinary team.
• Ensure all staff within area of responsibility are up to date with mandatory and role specific training and have up to date training records available.
• Undertake performance management activities for staff in line with Trust policy.
• Implement, maintain and be responsible for a robust annual leave process in the CBU/service that enables effective service continuity, in line with E-roster policy.
• Implement and maintain appropriate sickness management processes are in place and contribute to the Trust and business unit targets.
• Provide appropriate guidance and support to staff in line with the Trust’s disciplinary and sickness procedures. Lead, and be responsible for, the implementation of HR policies within the departments and participate in formal stages of the procedures as requested by senior/service leader.
• Plan, implement and manage change processes or service reviews, paying particular attention to clinical staffing, nursing practice and operational systems within the CBU/service.
• Role model Trust leadership attitudes, behaviours and values. Challenge inappropriate attitudes or behaviour and recognise & value appropriate behaviour, consistent with Trust values & the Trust leadership model.
• Cultivate an open & honest culture where people feel able to raise concerns & share good practice – through role modelling & positive reinforcement. Ensure concerns are listened to, acted upon & feedback is given. Take ownership of problems, and/or influence if outside control.
• Develop team morale and motivation through effective personal leadership ensuring views and decisions are communicated up and down the management structure.
• Regularly communicate Trust and service strategic objectives and key issues to all staff.
• Create opportunities to enhance staff involvement in the operational running of the service, encouraging staff to get involved, put forward ideas, concerns & suggestions.
• Responsible for the health, safety and wellbeing of staff within the speciality/unit, ensuring the effective implementation of trust policy.
• Responsible for ensuring recruitment and other people management processes and practices are in line with the Trust policy.
• Responsible for staff complying with mandatory and role specific training/appraisal and on-going development for staff.
• Pro-actively manage staff to ensure compliance with recruitment and retention processes and mandatory / role specific training.
• Support the team and the individuals in the team to develop and maintain performance
• Identify the development needs of teams and individuals through the Personal Development Plan process.
WORKFORCE DEVELOPMENT
• Work at all times within the NMC Professional Code of Conduct, taking accountability for professional action and ensure that other nurses within the speciality/unit do the same.
• Undertake a pivotal role in optimising the patients’ experience and outcome of care through the development and implementation of robust care pathways, service redesign, new roles and new ways of working.
• Ensure that the relevant senior leaders are kept updated on all professional issues within the CBU/service at all times.
• To work in close association with other Matrons within the CBU/Services. Ensure adequate provision is made to provide cross cover for times of annual leave and participate in the Matron rota.
• Develop new opportunities and roles to provide safe patient care throughout CBU/service.
MANAGEMENT OF INFORMATION
• Provide information to support decision making
• Obtain information for decision making as necessary
• Record and store information safely in line with information governance processes
• Analyse information to support decision making
• Advise and inform others as necessary
QUALITY MANAGEMENT (SAFETY, EXPERIENCE & EFFECTIVENESS)
• Promote the importance and benefits of high-quality care
• Promote a quality and safety culture within the CBU/service that promotes and values achievement in patient safety and quality.
• Ensure that standards of care within designed areas are maintained at a high standard in accordance with NMC, national best practice, CQC, statutory regulations, Trust Standards and are in line with evidence-based practice.
• Monitor performance on patient safety and take steps to address areas of concern through local checklists, Quality indicators, clinical metrics, environmental audits and assessment and accreditation programmes.
• Support quality improvements within responsible areas and provide leadership in implementing quality strategies.
• Lead Trust Wide Quality Improvement initiatives through identified methodology.
• Ensure that all untoward incidents and near-misses are reported by staff within the CBU/service in accordance with the Trust policy, and ensure lessons are learned and communicated to staff within the CBU/Service.
• In conjunction with CBU/service staff, identify risks to be entered on to CBU/service risk register, prioritise risks and develop risk action plans
• Ensure the departmental Risk Register is used effectively to document, highlight and manage risks. Take action to minimise risk within the scope and role and ensure risks are reviewed and updated in line with the Trust’s Risk Strategy
• Act as a source of expert advice and support on clinical and professional issues within the service.
• Work at least once a month as a clinical practitioner demonstrating leadership, managerial and clinical credibility
Please see Job Description for more details
This advert closes on Monday 3 Mar 2025
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