Job summary The Integrated Care Board (ICB) and Integrated Care System (ICS) have four key purposes: Improve outcomes in population health and healthcare. Tackle inequalities in outcomes, experience and access. Enhance productivity and value for money. Help the NHS support broader social and economic development. The Integrated Care at Home (ICH) Board was established in January 2024 to design and deliver a model of care for Bristol, North Somerset, and South Gloucestershire (BNSSG) to achieve the following benefits: o Improved efficiency of service delivery through better integration of existing services o Better outcomes for people with a specific focus on proactive care and managing risk in the community rather than secondary care o Clear priorities for the use of any funding or resource availability o Increased confidence in community-based provision The proposal is to roll out a community-based care coordination function, focussed on a specific cohort of patients first, to test and shape development of the full model. The core offer will be consistent across BNSSG, non-medical in its approach, complemented by a central team to link into more medical aspects of related services and provide support while coverage builds. By developing relationships with all system partners, care coordination teams will be the building block for locality based integrated community frailty teams. Main duties of the job The Integrated Care at Home programme manager will: Provide programme leadership and support to the Integrated Care at Home Board, and support the Board's transition to the Community First Operational Delivery Group, ensuring partner ownership and engagement with the development of the ICH specification Work with partners to develop and confirm the commissioning documentation for the ICH model. This includes adapting the model in response to the 25/26 national planning requirements around Neighbourhood NHS, defining outcomes, measurables and production of the service specification. This will involve working with Local Authority, VCSE, Community, Primary Care and Acute Trust partners. Work closely with the ICB contracts and procurement team throughout the procurement process, the post holder will lead the provision of an efficient, effective and high quality professional and well co-ordinated procurement and contract management service capable of meeting all statutory, regulatory and NHS requirements ensuring alignment with the activity of the organisation Prepare documentation and present to the appropriate ICB governance to proceed with the procurement, and to lead the process through to provider award. Ensure strategic and operational alignment between providers required for successful delivery of the integrated care at home model About us We are committed to creating an inclusive organisation that promotes and values diversity. We know from experience that different ideas, perspectives and backgrounds create a stronger, more creative workplace that helps us to deliver the best services. We welcome applications which represent the rich diversity of our community; from people of all ages, disabled people, all genders, people from ethnic minority groups, LGBTQ people, people with diverse gender identity and expression, people from all religions and beliefs and other diverse characteristics, and we have processes in place to ensure that all applications are treated fairly and consistently at every stage of the recruitment process. Date posted 15 February 2025 Pay scheme Agenda for change Band Band 8c Salary £74,290 to £85,601 a year per annum Contract Fixed term Duration 12 months Working pattern Full-time, Flexible working, Home or remote working Reference number 461-ICB-6183HB Job locations 100 Temple Street Bristol BS1 6AG Job description Job responsibilities This job description is not a complete list of duties, but is intended to give a general indication of the range of work undertaken. It will vary over time as demands and priorities within the NHS change. Significant changes in the range of work undertaken will be made only following consultation with the post holder. This job description will be kept under review to ensure that it remains up to date. 2 Information Governance and Confidentiality It is a contractual requirement for the post holder to ensure that they have or acquire the necessary skills to implement good practice in all matters relating to information governance and in particular the processing of personal data, special categories of personal data and personal confidential data whether they can be attributed to an identifiable individual or not. Staff must also be aware of their obligations with regard to the processing of commercially confidential information. The post holder must adhere to information governance and related policies and procedures and be aware of the need for their compliance to the relevant Data Protection Legislation including the Data Protection Act 2018 (DPA 2018), the General Data Protection Regulation (GDPR) (Regulation (EU) 2016/679), the Law Enforcement Directive (LED) (Directive (EU) 2016/680), regulations made under the DPA 2018 and any applicable national Laws implementing them as amended from time to time. This includes all applicable Laws concerning privacy, confidentiality or the processing of personal data including but not limited to the Human Rights Act 1998, the Health and Social Care (Safety and Quality) Act 2015, the common law duty of confidentiality and the Privacy and Electronic Communications (EC Directive). Managers have a responsibility to ensure that their staff are equipped with the necessary tools to use in the implementation of good information governance practices. 3 Health and Safety/Security The organisation recognises its duties under the Health and Safety at Work Act 1974 to ensure, as far as it is reasonably practical, the Health, Safety and Welfare at Work of all its employees and, in addition, the business of the organisation shall be conducted so as to ensure that all individuals having access to organisational premises and facilities are not exposed to risk to their health and safety. It is the duty of every employee to work in such a way that accidents to themselves and to others are avoided, and to co-operate in maintaining their place of work in a tidy and safe condition, thereby minimising risk. Employees will, therefore, refer any matters of concern through their respective line managers. Similarly, it is each persons responsibility to ensure a secure environment and bring any breaches of security to the attention of their managers. 4 Quality and Clinical Governance BNSSG promotes an open, learning culture ensuring appropriate governance systems and processes are in place to support and develop this culture. Employees are responsible for ensuring that they are aware and compliant with policies and procedures that govern their work; and if something goes wrong, employees have an obligation to report it so lessons can be learned from mistakes, incidents and complaints. If an employee has concerns on any clinical governance matters, they should raise them with their line manager, professional adviser, or a senior member of management. 5 Codes of Conduct All Employees will work in accordance with the principles and standards as set out in managerial and professional codes of conduct. 6 Dignity at Work Statement BNSSG is committed to treating all employees with dignity and respect. An employee is responsible for behaving in a way that is consistent with the aims of our Equality and Diversity agenda in Employment Policies. This includes not discriminating unfairly in any area of your work and not harassing or otherwise intimidating other members of staff. The organisation will not tolerate any forms of bullying or harassment in the workplace. 7 Equality Statement Employees must act in a way that is consistent with organisational values, procedures and the law relating to equality, diversity and inclusion and to treat everyone with whom you come into contact equitably, with respect and without discriminating. To recognise and appreciate that people, both colleagues and service users are different and to act in ways that are consistent with their needs and preferences, advancing equality of opportunity for all by addressing any barriers to inclusion. To ensure that practices and processes operated by your team are fair and provide equitable treatment for all, and to take effective action to deal with any discrimination or unfair treatment that you have become aware of. 8 Public Involvement and Engagement Employees will work collaboratively with other organisations in the local health community on issues of common interest and contribute to partnership working with local authorities, other statutory organisations and the non-statutory sector as required. Employees will promote effective patient, public, user and carer involvement in all elements of work. 9 Risk Management All employees will follow risk management policies and procedures at all times. All employees are personally responsible for risk management issues in respect of themselves and colleagues. Employees who identify a potential hazard should report it to a manager/supervisor at once using the organisational incident reporting process. 10 Safeguarding Children and Vulnerable Adults All employees are required to act in such a way that at all times safeguards the health and wellbeing of children and vulnerable adults. Familiarisation with and adherence to the Safeguarding policies is an essential requirement of all employees, as is participation in related mandatory/statutory training. The organisation believes that it is always unacceptable for a child, young person or vulnerable adult to experience abuse of any kind and recognises its responsibility to safeguard the welfare of all, by a commitment to practice which protects them. 11 Infection Control All employees have a responsibility to adhere to policies and procedures in relation to infection control. BNSSG encourages all staff to make their voice heard in respect of preventing and controlling infection and maintaining and improving environmental cleanliness. This includes sharing good practice and raising problems and issues encountered. 12 Delivering Resilience BNSSG supports the delivery of health services in times of emergency and where business continuity is affected as a Category 1 responder. Examples may include; extreme weather or local mass casualty situations. In these instances, as an employee, you will be required to provide flexibility around location or role in order to continue to deliver safe services and support as required. 13 Policies and Procedures Employees are expected to follow organisational policies, procedures and guidance as well as professional standards and guidelines. Copies of policies can be accessed via the staff intranet or external website or via your manager. The organisation operates a policy which promotes a smoke free environment. 14 Appraisal and Personal Development BNSSG is committed to lifelong learning for all staff and has put in place an appraisal and development infrastructure. All employees have a responsibility to participate in an annual appraisal with their line manager and to identify performance standards for the post. As part of the appraisal process employees have a joint responsibility with their line manager to identify any learning development needs in order to meet the agreed performance standards. 15 Records Management Employees have a responsibility to adhere to the standards defined within policies in the creation, use, closure, retention, and disposal of records. The types of record held may consist of patient or staff records, administrative records, photographs, microfiche, audio and tapes, e-mails, electronic and scanned records and text messages. 16 Partnership Working BNSSG is committed to partnership working and staff involvement, underpinned by the values of openness, trust, staff involvement, development, diversity at work, commitment to modernisation and delivering the highest standards of performance. 17 Financial Instructions Budget management and control is an element of each employee where they are designated as being budget holders. Employees must comply with the Financial Standing Orders, Standing Financial Instructions and Scheme of Delegation as appropriate to this role. 18 Sustainability/Carbon Footprint BNSSG is committed to promoting sustainable development and reducing the harmful effects of its activities on the environment. Employees are expected to promote and embrace the principles of sustainable development in their daily duties; specifically, to ensure that they use energy and other natural resources as efficiently as possible to minimise their carbon footprint. 19 General Terms and Responsibilities Contribute to the work of specific project groups within the organisation and across the local health community as required. To undertake any other duties that may be reasonably requested of the post holder to help the department run smoothly. Job description Job responsibilities This job description is not a complete list of duties, but is intended to give a general indication of the range of work undertaken. It will vary over time as demands and priorities within the NHS change. Significant changes in the range of work undertaken will be made only following consultation with the post holder. This job description will be kept under review to ensure that it remains up to date. 2 Information Governance and Confidentiality It is a contractual requirement for the post holder to ensure that they have or acquire the necessary skills to implement good practice in all matters relating to information governance and in particular the processing of personal data, special categories of personal data and personal confidential data whether they can be attributed to an identifiable individual or not. Staff must also be aware of their obligations with regard to the processing of commercially confidential information. The post holder must adhere to information governance and related policies and procedures and be aware of the need for their compliance to the relevant Data Protection Legislation including the Data Protection Act 2018 (DPA 2018), the General Data Protection Regulation (GDPR) (Regulation (EU) 2016/679), the Law Enforcement Directive (LED) (Directive (EU) 2016/680), regulations made under the DPA 2018 and any applicable national Laws implementing them as amended from time to time. This includes all applicable Laws concerning privacy, confidentiality or the processing of personal data including but not limited to the Human Rights Act 1998, the Health and Social Care (Safety and Quality) Act 2015, the common law duty of confidentiality and the Privacy and Electronic Communications (EC Directive). Managers have a responsibility to ensure that their staff are equipped with the necessary tools to use in the implementation of good information governance practices. 3 Health and Safety/Security The organisation recognises its duties under the Health and Safety at Work Act 1974 to ensure, as far as it is reasonably practical, the Health, Safety and Welfare at Work of all its employees and, in addition, the business of the organisation shall be conducted so as to ensure that all individuals having access to organisational premises and facilities are not exposed to risk to their health and safety. It is the duty of every employee to work in such a way that accidents to themselves and to others are avoided, and to co-operate in maintaining their place of work in a tidy and safe condition, thereby minimising risk. Employees will, therefore, refer any matters of concern through their respective line managers. Similarly, it is each persons responsibility to ensure a secure environment and bring any breaches of security to the attention of their managers. 4 Quality and Clinical Governance BNSSG promotes an open, learning culture ensuring appropriate governance systems and processes are in place to support and develop this culture. Employees are responsible for ensuring that they are aware and compliant with policies and procedures that govern their work; and if something goes wrong, employees have an obligation to report it so lessons can be learned from mistakes, incidents and complaints. If an employee has concerns on any clinical governance matters, they should raise them with their line manager, professional adviser, or a senior member of management. 5 Codes of Conduct All Employees will work in accordance with the principles and standards as set out in managerial and professional codes of conduct. 6 Dignity at Work Statement BNSSG is committed to treating all employees with dignity and respect. An employee is responsible for behaving in a way that is consistent with the aims of our Equality and Diversity agenda in Employment Policies. This includes not discriminating unfairly in any area of your work and not harassing or otherwise intimidating other members of staff. The organisation will not tolerate any forms of bullying or harassment in the workplace. 7 Equality Statement Employees must act in a way that is consistent with organisational values, procedures and the law relating to equality, diversity and inclusion and to treat everyone with whom you come into contact equitably, with respect and without discriminating. To recognise and appreciate that people, both colleagues and service users are different and to act in ways that are consistent with their needs and preferences, advancing equality of opportunity for all by addressing any barriers to inclusion. To ensure that practices and processes operated by your team are fair and provide equitable treatment for all, and to take effective action to deal with any discrimination or unfair treatment that you have become aware of. 8 Public Involvement and Engagement Employees will work collaboratively with other organisations in the local health community on issues of common interest and contribute to partnership working with local authorities, other statutory organisations and the non-statutory sector as required. Employees will promote effective patient, public, user and carer involvement in all elements of work. 9 Risk Management All employees will follow risk management policies and procedures at all times. All employees are personally responsible for risk management issues in respect of themselves and colleagues. Employees who identify a potential hazard should report it to a manager/supervisor at once using the organisational incident reporting process. 10 Safeguarding Children and Vulnerable Adults All employees are required to act in such a way that at all times safeguards the health and wellbeing of children and vulnerable adults. Familiarisation with and adherence to the Safeguarding policies is an essential requirement of all employees, as is participation in related mandatory/statutory training. The organisation believes that it is always unacceptable for a child, young person or vulnerable adult to experience abuse of any kind and recognises its responsibility to safeguard the welfare of all, by a commitment to practice which protects them. 11 Infection Control All employees have a responsibility to adhere to policies and procedures in relation to infection control. BNSSG encourages all staff to make their voice heard in respect of preventing and controlling infection and maintaining and improving environmental cleanliness. This includes sharing good practice and raising problems and issues encountered. 12 Delivering Resilience BNSSG supports the delivery of health services in times of emergency and where business continuity is affected as a Category 1 responder. Examples may include; extreme weather or local mass casualty situations. In these instances, as an employee, you will be required to provide flexibility around location or role in order to continue to deliver safe services and support as required. 13 Policies and Procedures Employees are expected to follow organisational policies, procedures and guidance as well as professional standards and guidelines. Copies of policies can be accessed via the staff intranet or external website or via your manager. The organisation operates a policy which promotes a smoke free environment. 14 Appraisal and Personal Development BNSSG is committed to lifelong learning for all staff and has put in place an appraisal and development infrastructure. All employees have a responsibility to participate in an annual appraisal with their line manager and to identify performance standards for the post. As part of the appraisal process employees have a joint responsibility with their line manager to identify any learning development needs in order to meet the agreed performance standards. 15 Records Management Employees have a responsibility to adhere to the standards defined within policies in the creation, use, closure, retention, and disposal of records. The types of record held may consist of patient or staff records, administrative records, photographs, microfiche, audio and tapes, e-mails, electronic and scanned records and text messages. 16 Partnership Working BNSSG is committed to partnership working and staff involvement, underpinned by the values of openness, trust, staff involvement, development, diversity at work, commitment to modernisation and delivering the highest standards of performance. 17 Financial Instructions Budget management and control is an element of each employee where they are designated as being budget holders. Employees must comply with the Financial Standing Orders, Standing Financial Instructions and Scheme of Delegation as appropriate to this role. 18 Sustainability/Carbon Footprint BNSSG is committed to promoting sustainable development and reducing the harmful effects of its activities on the environment. Employees are expected to promote and embrace the principles of sustainable development in their daily duties; specifically, to ensure that they use energy and other natural resources as efficiently as possible to minimise their carbon footprint. 19 General Terms and Responsibilities Contribute to the work of specific project groups within the organisation and across the local health community as required. To undertake any other duties that may be reasonably requested of the post holder to help the department run smoothly. Person Specification Knowledge, Training and Experience Essential Educated to masters level or equivalent level of experience of working at a senior level in specialist area. xtensive knowledge of specialist areas, acquired through post graduate diploma or equivalent experience or training plus further specialist knowledge or experience to master's level equivalent. Evidence of post qualifying and continuing professional development. Must have an understanding of the background to and aims of current healthcare policy and appreciate the implications of this on engagement. Should have an appreciation of the relationship between the Department of Health, NHSE, the ICB and individual provider organisations. Member of relevant professional body. Communication Skills Essential Developed communication skills for delivering key messages to a range of stakeholders both internal and external (including outside the NHS) to the organisation, some at very senior level. Good presentational skills for conveying complex concepts. Ability to use informed persuasion to influence others. Analytical Essential Ability to identify risks, anticipate issues and create solutions and to resolve problems in relation to project or service delivery. Analyses performance of area of activity in relation to performance targets, strategic objectives. Ability to understand a broad range of complex information quickly and making decisions where opinions differ/no obvious solution. Planning Skills Essential Evidence of planning and delivering programmes and projects and services on time. Ability to formulate long term strategic plans, involving uncertainly, impact on organisation. Management Skills Essential Abilities for financial and staff management. Physical Skills Essential Working knowledge of Microsoft Office with intermediate keyboard skills. Person Specification Knowledge, Training and Experience Essential Educated to masters level or equivalent level of experience of working at a senior level in specialist area. xtensive knowledge of specialist areas, acquired through post graduate diploma or equivalent experience or training plus further specialist knowledge or experience to master's level equivalent. Evidence of post qualifying and continuing professional development. Must have an understanding of the background to and aims of current healthcare policy and appreciate the implications of this on engagement. Should have an appreciation of the relationship between the Department of Health, NHSE, the ICB and individual provider organisations. Member of relevant professional body. Communication Skills Essential Developed communication skills for delivering key messages to a range of stakeholders both internal and external (including outside the NHS) to the organisation, some at very senior level. Good presentational skills for conveying complex concepts. Ability to use informed persuasion to influence others. Analytical Essential Ability to identify risks, anticipate issues and create solutions and to resolve problems in relation to project or service delivery. Analyses performance of area of activity in relation to performance targets, strategic objectives. Ability to understand a broad range of complex information quickly and making decisions where opinions differ/no obvious solution. Planning Skills Essential Evidence of planning and delivering programmes and projects and services on time. Ability to formulate long term strategic plans, involving uncertainly, impact on organisation. Management Skills Essential Abilities for financial and staff management. Physical Skills Essential Working knowledge of Microsoft Office with intermediate keyboard skills. Disclosure and Barring Service Check This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions. UK Registration Applicants must have current UK professional registration. For further information please see NHS Careers website (opens in a new window). Additional information Disclosure and Barring Service Check This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions. UK Registration Applicants must have current UK professional registration. For further information please see NHS Careers website (opens in a new window). Employer details Employer name NHS Bristol, North Somerset and South Gloucestershire Integrated Care Board Address 100 Temple Street Bristol BS1 6AG Employer's website https://bnssg.icb.nhs.uk/ (Opens in a new tab)