APPOINTMENT OF DIRECTOR OF WORKFORCE APPOINTMENT BRIEF MAY 2020

1

Dear Candidate, Thank you for applying for the role of Director of Workforce at the Royal Marsden. This candidate pack contains all the information you need to apply for the post. The Royal Marsden has a vital role in championing change and improvement in cancer care through research and innovation, education and leading-edge practice. We are proud of our international reputation for pushing the boundaries and for our ground-breaking work ensuring patients receive the very latest and best in cancer treatment, therapies and care. At the heart of the hospital are our dedicated staff. Their exceptional commitment and professionalism is commented on by so many of our patients. It is the pursuit of excellence by our staff which permeates the organisation and allows us to provide our patients with the best cancer care available anywhere in the world. The Director of Workforce makes a vital contribution to our work as a specialist Trust. We undertake significant research as an NIHR Biomedical Research Centre, we have an on-site School of Nursing and Rehabilitation, a significant Private Care service including a new off-site development in the West End. The Director therefore advises on a wide range of activities and also provides support to The Royal Marsden Cancer Charity. The Trust has an ambitious and exciting Five-Year Strategic Plan and is looking for a Director of Workforce who will help to strengthen its position as an excellent employer and set the direction for the workforce transformation required to support delivery of its strategic objectives and the priorities set out in the national cancer workforce plan. I wish you every success with your application.

Yours sincerely

Dame Cally Palmer Chief Executive

2

01 AN INTRODUCTION As a specialist provider, The Royal Marsden has a responsibility to innovate and ensure that it can act as a test bed of best practice for the NHS. The Trust has a history of trialling new technology, from intensity-modulated radiotherapy techniques to installing the UK’s first Magnetic Resonance Linear Accelerator (MR Linac) machine and developing the largest and most comprehensive programme of robotic surgery in the UK.

The best healthcare requires not only technical and clinical excellence, but the highest standard of care delivery and The Royal Marsden has a consistent record of top decile performance across all aspects of treatment and care. This includes results from national inpatient and outpatient surveys, a customer service excellence award for all services, international accreditation for safety and quality and top decile scores nationally in staff survey results.

This reflects the skills and culture of the workforce at The Royal Marsden who work to a set of values developed to reflect what staff do every day. The values demonstrate the commitment to excellence in everything staff do and provide a strong foundation for the delivery of the very best patient care, service delivery and life-saving research as well as being embedded in recruitment and appraisal systems. These are set out overleaf.

The Royal Marsden has retained its ‘Outstanding’ rating as a Trust and ‘Outstanding’ rating for being Well Led following an inspection by the Care Quality Commission in September and November 2019. The Trust was described by the CQC as a beacon of Outstanding practice. It was outstanding overall before but has improved by achieving Outstanding in four of the main categories CQC rate. It is a well-run centre of excellence in the study and treatment of cancer and is known worldwide for the work that it does.

RM Five Year Strategy The Trust Five Year Strategic Plan 2018/19 to 2023/24, can be found on our website: here

From a workforce perspective, the Strategic Plan recognises the recruitment and retention challenges faced by the Trust in the London labour market with a high demand for specialist skills. There are particular challenges with the junior doctor workforce and the Trust aims to further develop the wider multi-professional workforce to address some of these recruitment and retention issues.

The Strategic Plan focuses on workforce transformation and development of new models of care to accelerate early diagnosis and treatment of cancer patients both for NHS and private patients. To this end, a new private care facility is due to open in 2020/21 in the West End and a major new development, the Oak Cancer Centre, is scheduled to be open on our Sutton site in 2022.

Advances in cancer drugs, therapies and technology will mean that the composition and skill requirement of the future workforce will be different. Technological advances include procuring and the implementation of a new digital health record over the next two years. An organisational development strategy has been developed in partnership with the Digital Transformation Board. Further workforce planning will need to be undertaken to model impact on the workforce and successfully support the organisation to develop the capacity and capability to manage large scale change.

3

4

THE ROLE The Director of Workforce will advise the Chief Executive and the Trust Board on all aspects of workforce strategy, policy development and practice. This role contributes to the development, strategic direction and success of the organisation and manages the operational service. As a member of the Executive Board, the Director of Workforce will working partnership with Director colleagues, contributing to the ongoing development of the Trust.

The post-holder will be responsible for the development of the workforce to create an employee-oriented, high performance culture that espouses empowerment, quality, productivity and performance achievement; through staff that are valued, motivated, committed and proud of the organisation and the service they provide.

Main duties and responsibilities Corporate

• Collective responsibility with the Executive Directors, for corporate performance and the achievement of the Trust’s strategic and operational objectives.

• Contribute to the successful team working of the Executive Team, participating with other Directors in the corporate and clinical risk management of the Trust.

Workforce Strategy and Development

• Develop the workforce strategy to deliver a workforce that is fit for purpose and responsive to the evolving business needs, including the changes to health services.

• Lead provision of workforce services to Royal Marsden Partners, the cancer alliance for West London, and Royal Marsden Cancer Charity.

• Work in close collaboration with the divisional teams to facilitate the creation of new models of working to meet current and future business needs looking at skill mix and workforce redesign.

Organisational Development • Lead the development and implementation of the OD plan across the Trust, working closely with the Board,

senior teams and operational teams to embed improvements in quality, clinical outcomes and patient experience at the frontline and at corporate services.

• Play a key role in articulating, embedding and monitoring the Trust vision, values and behaviours throughout the Trust and overall shaping of organisational culture as a Foundation Trust.

Management and Leadership Development • Develop management capacity and capability to improve the quality of leadership at all levels within the

Trust. • Lead the implementation of a systematic approach to management and leadership development, which

ensures that managers are equipped with the core skills they need to manage and engage staff effectively, and lead and sustain transformational change.

• Ensure the Trust has an active talent pool underpinned by succession planning and talent management mechanisms.

Workforce Policy • Develop workforce policies and service standards that meet customer needs and support patient

safety and quality and meet statutory and good practice requirements, whilst enabling the Board to measure the performance of workforce processes and interventions.

• Work jointly with the Medical Director and Chief Nurse to develop and implement strategies for the management of excellence among clinical staff, and ensure patient safety is enhanced.

• Introduce formal measures and initiatives to promote staff mental and physical wellbeing

5

• Manage the provision of externally provided services such as recruitment and review existing remuneration strategies and advise the Trust’s Remuneration Committee as required.

Employee Relations

• Develop and pursue a strategy to ensure good and effective employee relations in which a genuine partnership approach with staff and their trade unions and professional organisations contributes to excellence and progressive healthcare and is robust enough to handle changes in the Trust’s environment.

Equality and Diversity

• Ensure the delivery of an effective strategy for dealing with all aspects of equality of opportunity for staff and prospective members of staff and embed this into the culture of the Trust.

• Lead year on year improvements in WRES (workforce race equality standard), achievement of Model Employer targets and WDES (workforce disability equality standard).

Learning and Development

• Create a learning, development and education strategy to support the culture of continuous learning and self-development in partnership with educational partners.

Education and Training • Lead on the delivery of education and training to all staff employed by the Trust working with the Director

of Medical Education, and Director of The Royal Marsden School for Nursing and Rehabilitation. • Working in collaboration with the Chief Nurse, ensure that the Trust commissions appropriate levels of pre

and post registration training to meet future service needs • Build effective relationships with Health Education England, and other educational partners and providers.

The Director of workforce will be responsible for a Divisional budget of £.8 million and team of 100 WTE (whole time equivalent). S/he will ensure financial stability, anticipating and making early interventions to mitigate any financial imbalance: ensuring the Trust’s funds are properly used, represent value for money and can withstand public scrutiny. The Director of Workforce will report into the CEO.

This job description is not intended to be exhaustive and will be reviewed in conjunction with the post holder on an annual basis. The post holder will be expected to carry out any reasonable duties requested of them, appropriate to

the seniority of the role.

6

PERSON SPECIFICATION Candidates must be able to demonstrate Desirable Evidence

Education/qualification

Masters qualification or equivalent in relevant area FCIPD CV

MCIPD and evidence of continuous professional

Experience

Extensive experience working at a senior level in a complex organisation across a range of HR functions, such as, workforce planning, education and training and learning and development

Experience of leading

delivery of services in a

complex environment

CV and interview

Experience in organisation wide organisational development/ cultural change

Demonstrable experience of achieving transformational change in a complex organisation

Record of innovation in workforce practices

Record of building positive relationships with Trade Unions

Knowledge Up to date knowledge of employment law and experience of applying the it in the context of a complex organisation

CV and interview

Up to date knowledge of equality issues

Skills and abilities Ability to make a positive contribution at Board/Senior level meetings

7

Ability to translate strategic intent into practical actions

Ability to articulate a clear sense of direction

Ability to represent complex issues and challenges to diverse stakeholders and handle constructive challenge

Innovative approach and ability to inspire and enthuse others to challenge established ways of working

Ability to build effective relationships with a range of stakeholders

Highly developed listening, influencing and negotiating skills

Ability to work independently to manage highly complex and difficult situations where there might also be conflict

Personal attributes

Ability to demonstrate resilience and remain calm under pressure Media skills Interview and reference Political astuteness

Self-confidence and personal drive

Flexible leadership style

Team player

Commitment to Trust and NHS values

Other requirements Able to work across sites and to be flexible to meet the needs of the role

USEFUL INFORMATION Trust website – https://www.royalmarsden.nhs.uk/

Board papers – https://www.royalmarsden.nhs.uk/about-royal-marsden/how-we-run-ourselves/board-papers

Annual Report and Accounts 2018/19 – https://www.royalmarsden.nhs.uk/about-royal-marsden/quality-and-safety/regulatory-information/annual-report

TERMS OF APPOINTMENT Salary Competitive salary

Base Chelsea

Hours 37.5

Notice period 12 weeks

8

HOW TO APPLY Saxton Bampfylde Ltd is acting as an employment agency advisor to The Royal Marsden on this appointment. Candidates should apply for this role through our website at www.saxbam.com/appointments using code TABAGB. Click on the ‘apply’ button and follow the instructions to upload a CV and cover letter, and complete the online equal opportunities monitoring* form. The closing date for applications is noon on 22 May 2020 * The equal opportunities monitoring online form will not be shared with anyone involved in assessing your application. Please complete as part of the application process.

9

Appendix