Ftsu Guardian - London, United Kingdom - Central London Community Healthcare NHS Trust

Central London Community Healthcare NHS Trust
Central London Community Healthcare NHS Trust
Verified Company
London, United Kingdom

1 week ago

Tom O´Connor

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Tom O´Connor

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Description

We are looking for a Freedom To Speak Up Guardian (FTSU Guardian) to join the Organisational Development and Culture Team, on a part time 7.5-hour basis, on a one-year fixed term contract.

The FTSU Guardian is an independent role focused on listening to and supporting staff to address and navigate concerns.

It allows staff to be seen by someone in the Trust who they can speak to in confidence if they have any concerns about their experience at work, this could include matters such as their working relationships with colleagues and managers, quality of care, health and safety, etc.


FTSU Guardian has a very important and unique role in helping to raise the profile of raising concerns of staff in the Trust, and is responsible for communicating, raising awareness, and educating people (staff and managers) on raising concerns.


The FTSU Guardian is required to confidentially record the nature of concerns to report to Board in line with National Guardian Office guidelines.


This role will work closely with the full-time FTSU Guardian to develop and implement the FTSU vision and Raising Concerns policy.

The role also has access to senior people like the Director of People, CEO and Non-Executive Directors to raise concerns.


This is a great opportunity for you to:

  • work with the full-time FTSU Guardian and support them to deliver the FTSU service
- act in a genuinely independent capacity
- influence the Trust with becoming a more open, transparent place to work
- work alongside others to help create an open culture based on listening and learning, not blaming
- support staff who want to raise concerns, ensuring they are treated fairly throughout the process
- develop or enhance your own skills and expertise in developing a safe culture


Central London Community Healthcare (CLCH) is one of the largest community healthcare organisations in London and Hertfordshire, providing our services to diverse communities/boroughs in 11 London Boroughs - Barnet, Brent, Ealing, Hammersmith & Fulham, Harrow, Hounslow, Kensington and Chelsea, Merton, Richmond, Wandsworth, Westminster - and Hertfordshire.


  • Work with the fulltime FTSU Guardian, Chief Executive and Board to help create an open culture which is based on listening and learning and not blaming
  • Develop, alongside the fulltime FTSU Guardian, Board, Chief Executive and executive team, a range of mechanisms that empower and encourage staff to speak up safely
  • Ensure that staff who may find it difficult to speak up, for example, because of their position in the Trust, their personality, a disability, those from black and other minority ethnic backgrounds, are encouraged and supported to speak out and are not disadvantaged by doing so
  • Participate in the Trust's educational programme for all staff so that staff understand how they can raise concerns and managers know how they should respond to concerns and support the member of staff appropriately
  • Be entirely independent of everyone, including the executive team, so they are able to challenge senior members of staff, reporting to the Board or externally as required
  • Be a highly visible individual, attending Trust sites and meetings when required and appropriate, providing expertise in developing a safe culture which supports and encourages staff to speak up using the local procedures and if necessary advising them on how to raise concerns, including externally
  • Act in an independent, impartial and objective capacity, listening to staff and supporting them to raise concerns they may have by using the available structures and policies, both within the Trust and outside
  • Take immediate appropriate action when matters that staff are speaking up about indicate that safety and quality may be compromised
  • Ensure staff who speak up are treated fairly through the investigation, inquiry and/or review and that there is effective and open communication during this time
  • Assess the effectiveness of FTSU processes and the handling of individual cases, intervening when these are failing staff who speak up, and making recommendations for improvement
- independently review any complaints from staff members about the way they have been treated as a result of raising a concern and report back to the individual and, with their agreement, to their manager, the Chief Executive and the Director of HR&OD

  • Be empathetic to staff who wish to speak up, especially those who may be encountering difficulties
  • Be inclusive, willing and able to support staff who may struggle to have their voices heard
  • Meet quarterly with the Chief Executive to feedback themes from the concerns raised and to share positive and negative experiences and outcomes
  • Report at least every 6 months to the Board and the Trust as a whole
  • Participate in the national network for FTSU guardians, sharing and helping to develop excellent practice in supporting staff who speak up
  • Keep abreast of developments and best practice, assessing their own development a
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