Trauma Audit and Research Data Apprentice
Trauma Audit and Research Data Apprentice
Barts Health NHS Trust is one of Britain’s leading healthcare providers and the largest trust in the NHS. It was created on 1 April 2012 by bringing together three trusts: Barts and The London NHS Trust, Newham University Hospital NHS Trust and Whipps Cross University Hospital NHS Trust. The new trust has a turnover of approximately £1.1 billion and approximately 15,000 employees.
Together our hospitals – Newham University Hospital in Plaistow, St Bartholomew’s (Barts) in the City, The Royal London in Whitechapel, Whipps Cross in Leytonstone – deliver high quality clinical care to the people of east London and further afield.
Barts Health provides a full portfolio of services that serve the needs of the local community, and are home to some of Britain’s leading specialist centres including cancer, cardiac, trauma and emergency care. Barts Health also has one of the UK’s busiest children’s hospitals and internationally renowned surgical facilities.
Our vision is to create a world-class health organisation that builds on strong relations with our partners and the communities we serve – one dedicated to ending the historic health inequalities in east London. We will build an international reputation for excellence in patient care, research and education. And as members of UCLPartners, the largest academic health sciences system in the world, we will ensure that our patients are some of the first in the country to benefit from the latest drugs and treatments.
We are looking for the best talent to lead our ambitious new healthcare organisation. In return, the Barts Health will provide unsurpassed professional development opportunities, enabling investment in a range of new initiatives that would mean:
• doctors and nurses in training will be able to gain experience in different hospitals along the whole patient pathway;
• there would be greater opportunity for career progression – we could retain good staff who might otherwise leave to gain promotion;
• becoming world-class will enable us to recruit some of the best doctors and researchers in the world, who in turn can share their knowledge and experience;
• joining forces with other partners in an Academic Health Science System will mean that staff would be better able to secure funds and pool their talents to develop new technology, techniques and treatments.
Job title: TARN Data Coordinator
Clinical academic group: Emergency Care & Trauma
Salary band: Apprentice
Responsible to: TARN Coordinator Team Leader
Accountable to: Trauma Clinical Director
Hours per week: State total hours a week the role requires-37.5
Location: Based at RLH but will require cross-site working at Whipps Cross and Newham
Manages: Direct reports: 0
Indirect reports: 0
Aim of the role
To be responsible for identification, collation and entry of trauma data for the Trauma Audit Research Network (TARN) on-line database, on behalf of The Royal London Hospital, Whipps Cross Hospital and Newham General Hospital. This role involves working closely with clinical staff under the guidance of the Team Leader.
Key working relationships
Key result areas
Trauma patients are identified at the time of admission and audit submissions made to the Trauma Audit and Research Network within 25 days of discharge.
Patients eligible for Best Practice Tariff are entered onto the TARN database and any areas of non-compliance identified and highlighted for review.
Any queries from the TARN database team are reviewed and responded to within 5 days
Main duties and responsibilities:
Working with the support of colleagues and within an agreed Standard Operating Procedure (SOP); acquire complex trauma data for entry onto Trauma Audit Research Network on-line database. Plan and schedule your day around the needs of other departments when visiting ED and inpatient wards. Keep records of patients whose data is collected, and take reasonable steps to follow up missing data on a daily basis.
Enter complex clinical data onto on-line TARN database. Assessing each medical situation to create and complete pre-submission of patient trauma data, to ensure all key performance indicator(s) and mandatory research fields are entered. Forwarded to TARN, within agreed timeframe and deadline, for use in finance and commissioning.
Using your knowledge of administration procedures, retrieve patient medical records after discharge to enable full TARN submission to be completed. Submit full data set to TARN, for use in trauma audit and research, within agreed timeframe.
Utilizing your experience in teamwork, in particular your skills in motivation and negotiation establish and maintain excellent working relationships with ED, ward staff and secretaries to enable the smooth operation of data collection and M/R retrieval. Resolving day to day problems which may arise around data collection.
Participate in raising the profile of trauma data collection, highlighting the need for adequate documentation, reviewing and developing procedures as the role evolves, as data collection is ever changing. The post holder must show professionalism at all times, and will have experience in dealing with multi disciplinary teams and outside agencies. Due to the nature of the post and ‘real time’ collection, contact with patients and their relatives may occur.
To take part in other ad-hoc studies, training and mentoring as and when required. Developing new policies and protocols to ensure smooth flow of the department in relation to these studies.
The job description is not intended to be exhaustive and it is likely that duties may be altered from time to time in the light of changing circumstances and after consultation with the postholder.
The post holder might be required to work across the Trust at any time throughout the duration of his/her contract, which may entail travel and working at different hospital.
Effort, skills and working conditions
Physical skills Requires long periods of time spent at a computer with total accuracy in data entry. Good keyboard skills are required.
Physical effort May require manual handing of medical records although this is becoming less frequent as more clinical information is recorded electronically.
Mental effort Requires long periods of concentration as clinical data is reviewed and relevant information is extracted and uploaded with a high level of accuracy.
Emotional effort Reviewing clinical records may require reading distressing records of injuries or death as a result of trauma.
Working conditions Office based work in a shared office.
Performance management and appraisal
All staff are expected to participate in individual performance management process and reviews.
Personal development and training
Barts Health NHS Trust actively encourage development within the workforce and employees are required to comply with trust mandatory training.
Barts Health’s education academy aims to support high quality training to NHS staff through various services. The trust is committed to offering learning and development opportunities for all full-time and part-time employees.
No matter where you start within the NHS, you will have access to extra training and be given every chance to progress within the organisation. You will receive an annual personal review and development plan to support your career progression and you will be encouraged to develop your skills and experience.
Barts Health values based leadership
Our leaders ensure a focus on health where patients are at the centre of all we do. They work to create a culture where innovation is promoted and encouraged. They lead by example and demonstrate value based decision making as being integral to the ways of working within the Trust.
Barts Health leaders are role models who demonstrate those attitudes and behaviours which will make us unique. Our leaders are passionate about delivering high quality patient care, take pride in the work that they do to and are committed to the delivering the Barts Health NHS Trust 10 pledges of:
1. Patients will be at the heart of all we do.
2. We will provide consistently high quality health care.
3. We will continuously improve patient safety standards.
4. We will sustain and develop excellence in research, development and innovation.
5. We will sustain and develop excellence in education and training.
6. We will promote human rights and equalities.
7. We will work with health partners to improve health and reduce health inequalities.
8. We will work with social care partners to provide care for those who are most vulnerable.
9. We will make the best use of public resources.
10. We will provide and support the leadership to achieve these pledges.
Our leaders are visible leaders who believe in spending time listening and talking our staff, patients and partners about the things that are important to them and the changes they would like to make to continuously improve patient care.
Barts Health leaders work with their teams to develop organisational values, embed them in our ways of working and create the cultural changes required to ensure that we consistently provide an excellent patient experience, regardless of the point of delivery, in an environment where people want to work, regardless of where they work or what they do.
Health and safety at work
The postholder has a duty of care and personal obligation to act to reduce healthcare-associated infections (HCAIs). They must attend mandatory training in infection prevention and control (IP&C) and be compliant with all measures required by the trust to reduce HCAIs. All post holders must comply with trust infection screening and immunisation policies as well as be familiar with the trust’s IP&C policies, including those that apply to their duties, such as hand decontamination, personal protective equipment, aseptic techniques and safe disposal of sharps.
All staff must challenge noncompliance with infection, prevention and control policies immediately and feedback through the appropriate line managers if required.
Safeguarding adults and children
Employees must be aware of the responsibilities placed on them to maintain the well being and protection of vulnerable children and adults. If employees have reason for concern that a patient is ‘at risk’ they should escalate this to an appropriate person i.e. line manager, safeguarding children’s lead, matron, ward sister/change nurse, site manager, consultant.
Conflict of interest
The trust is responsible for ensuring that the service provided for patients in its care meets the highest standard. Equally it is responsible for ensuring that staff do not abuse their official position for personal gain or to benefit their family or friends. The trust’s standing orders require any officer to declare any interest, direct or indirect with contracts involving the trust. Staff are not allowed to further their private interests in the course of their NHS duties.
Confidentiality and data protection
All employees are expected to comply with all trust policies and procedures related to confidentiality and data protection and to work in accordance of the Data Protection Act 1998. For those posts where there is management or supervision of other staff it is the responsibility of that employee to ensure that their staff receive appropriate training (e.g. HISS induction, organizing refresher sessions for staff when necessary).
If you have responsibility for a budget you are expected to operate within this and under the trust’s standing financial instructions (available in the intranet’s policies section) at all times.
Equality and diversity
The trust values equality and diversity in employment and in the services we provide. It is committed to promoting equality and diversity in employment and will keep under review our policies and procedures to ensure that the job related needs of all staff working in the Trust are recognised. The Trust will aim to ensure that all job applicants, employees or clients are treated fairly and valued equally regardless of sex, marital status, domestic circumstances, age, race, colour, disablement, ethnic or national origin, social background or employment status, sexual orientation, religion, beliefs, HIV status, gender reassignment, political affiliation or trade union membership. Selection for training and development and promotion will be on the basis of the individual’s ability to meet the requirements for the job.
You are responsible for ensuring that the trust’s policies, procedures and obligation in respect of promoting equality and diversity are adhered to in relation to both staff and services.
Smoke Free Trust
Barts Health NHS Trust is a smoke free health provider. This means that smoking or vapping and charging electronic cigarettes is not permitted anywhere on our hospital grounds or premises. Our Smoke Free Policy aims to support smokers who are ready to stop and create a smoke free environment. As a healthcare provider it’s important we do everything we can to reduce smoking among patients, visitors, staff and the risk of harm to others. All employees are expected not to smoke in their uniform or with Trust ID cards on public display. Frontline clinical staff are expected to advise patients about the risks of smoking and support them by offering a referral to the smoking cessation service and for inpatients also offer nicotine replacement therapy (e.g. nicotine patches) or medicines; to help alleviate the discomfort of nicotine withdrawal. Smokers are up to four times more likely to stop smoking successfully with support than by going it alone and are more motivated to stop smoking whilst in hospital.
NHS managers’ code of conduct
As an NHS manager, you are expected to follow the code of conduct for NHS managers
Post TARN Data Apprentice Band Apprentice
Essential defines the minimum criteria needed to carry out the job and the job cannot be done without these.
Desirable refers to criteria which are not essential and which successful applicants would be expected to acquire during their time in post. The desirable requirements are not taken into consideration in a job evaluation panel.
Qualifications and knowledge Ensure required professional qualifications do not exceed the minimum qualification specified by the award-giving bodies
To avoid discriminating against people who have qualified abroad, state “or equivalent etc” – where possible detail skills, knowledge, abilities and experience as an alternative to qualifications
Refer to the Knowledge and Skills Matrix
Experience Specify what the jobholder must have done and in what conditions
Avoid referring to number of years experience required, concentrate instead on demonstrating the skills and competencies required
Be careful – experience can be age discriminatory
Skills List the skills and abilities that are required for the job and specify these in job related terms. They must be measurable
Define the level of skills appropriate to the role e.g. Advanced skills in database management
Personal and people development
List the personal and people development skills required for the job and specify these in job related terms.
Define the people management skills appropriate to the role e.g. experience in supervising or managing staff, delivering training etc
Communication List the communication skills that are required for the job and specify these in job related terms
Define the level of communication skills appropriate to the role e.g. experience in presenting contentious information at board level meetings
Will the post holder be required to work shifts, on call, flexible hours?
Are there any physical requirements?
Be careful, this could discriminate against people with disabilities. Seek advice from your HR Business Partner if necessary
Sufficient to perform the duties of the post with any aids and adaptations.
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