Operational Policy for Staff Bank · 2019-07-03 · Operational Policy for Staff Bank Ratified by Workforce & Diversity Committee: 20 January 2014 Review date: January 2015 Page 6

Operational Policy for Staff Bank Ratified by Workforce & Diversity Committee: 20 January 2014 Review date: January 2015 Page 1 of 33

Operational Policy for Staff Bank

Post holder responsible for Procedural Document

Staff Bank Manager

Author of Policy

Maria Sanders, Staff Bank Manager

Division/Department responsible for Procedural Document

Governance, Legal and Patient Services

Contact details Ext no. 3903

Date of original policy February 2009

Impact Assessment performed Yes/No

Ratifying body and date ratified Workforce and Diversity Committee 20 January 2014

Review date and (frequency of further reviews)

January 2015 (every 2 years)

Expiry date January 2016

Date document becomes live 20 January 2014

Please specify standard/criterion numbers and tick other boxes as appropriate

Monitoring Information Strategic Directions – Key Milestones

Patient Experience Waiting

Assurance Framework Privacy and Dignity

Monitor/Finance/Performance Efficiency and Effectiveness

CQC Regulations/Outcomes 12, 13, 14 Delivery of Care Closer to Home

Infection Control

Other (please specify)

Note: This policy has been assessed for any equality, diversity or human rights implications

Controlled document This document has been created following the Royal Devon and Exeter NHS Foundation Trust Development, Ratification & Management of Procedural Documents Policy. It should not be altered in any way without the

express permission of the author or their representative.


Full History:

Status: Final

Version Date Author Reason

1.0 February 2009

Staff Bank Manager New Policy

2.0 September 2013

Staff Bank Manager Review and minor amendments

3.0 December 2013

Staff Bank Manager Workforce and Diversity Committee amendments added

Associated Policies:

Infection Prevention & Control

Policy

Slips, Trips and Falls for Staff and

Others

Records Management Policy

Counter Fraud Policy

Professional Registration (Clinical

Roles) Policy and Procedure

Intravenous Therapy (IV) Policy

Recruitment and Selection Policy

Incident Reporting, Analysing,

Investigating and Learning Policy

and Procedures

Intranet Policy

Information Governance Policy

Information Risk Policy

Early Warning Score Procedure

Uniform and Workwear Policy

Disciplinary and Appeals Policy

Managing Performance (Capability)

Policy

Essential Learning Policy

In consultation with and date: Equality and Diversity Manager April 2013 HR Manager May 2012 Deputy Director of Nursing May 2013 Senior Nurses May 2012 and August 2013 Governance Leads July 2013 Divisional Managers July 2013 Admin Service Managers September 2013 Information Governance July 2013 Policy Expert Panel September 2013 JSCNC October 2013

http://ian.exe.nhs.uk/EasySiteWeb/GatewayLink.aspx?alId=98192























Review Date

March 2015

Contact for Review:

Staff Bank Manager

Executive Lead Signature:


CONTENTS

1. INTRODUCTION……………………………………………………………………………...…6

2. PURPOSE………………………………………………………………………………………..6

3. DEFINITIONS………………………………………………………………….………………...6

4. DUTIES AND RESPONSIBILITIES OF STAFF……………………………………………..6

5. PRINCIPLES OF USING THE STAFF BANK……………………………………………….7

6. THE APPLICATION AND REGISTRATION PROCESS………………………………...…8

7. WHO IS ABLE TO WORK A BANK SHIFT ……………………………………….………...9

8. THE PROCESS OF BOOKING A BANK SHIFT …………………………………….……..9

9. THE PROCESS OF ALLOCATING WORK TO BANK WORKERS………………..…...10

10. CANCELLATION OF SHIFT/ ASSIGNMENTS……………………………………………11

11. WHAT CONSTITUTES BANK WORK AND PAYMENT…………………………………12

12. THE PROCESS OF COMPLETION AND SUBMISSION OF BANK CLAIM FORMS...13

13. THE PROCESS OF BOOKING EXTERNAL AGENCY WORKERS…………………....13

14. PROOF OF PROFESSIONAL REGISTRATION …………………………………...…....14

15. MANAGEMENT OF COMPLAINTS/POOR PERFORMANCE OF BANK

WORKERS ……………………………………………………………………………….…...14

16. CLINICAL PRACTICE SKILLS FOR BANK WORKERS AND AGENCY

WORKERS……………………………………………………………………………………..15

17. TRAINING AND INDUCTION ……..…………………………………………………...…...15

18. ARCHIVING ARRANGEMENTS ……………………………………...……………………16

19. PROCESS FOR MONITORING COMPLIANCE WITH AND THE EFFECTIVENESS OF

THE POLICY……………………………………………………………………………….….16

20. REFERENCES…………………………………………………………………..…………….17

21. ASSOCIATED TRUST POLICIES ……………………………….…....……………...…..17

APPENDIX 1: AGENCY REQUEST CHECKLIST ……………….……………………..….…18

APPENDIX 2: SUPERNUMERARY CHECK LIST FOR BANK NURSING AUXILIARIES..20

APPENDIX 3: INTERNAL APPLICATION FORM …………………………………...…….…25

APPENDIX 4: BANK PAYMENT CLAIM FORM (FRONT) …………………..………….….. 27

APPENDIX 5: BANK PAYMENT CLAIM FORM (BACK) ……………………...…………….28


APPENDIX 6: WARD SAFETY BRIEFING SHEET …………………………..……….….….29

APPENDIX 7: RAPID IMPACT ASSESSMENT SCREENING FORM ……………….….…30


1. INTRODUCTION

1.1 The bank exists to support the business of the Royal Devon and Exeter NHS Foundation Trust (hereafter referred to as “The Trust”) to include outlying sites in providing bank workers to supplement staff shortfalls in establishments. The bank workers are registered on the bank to work in Nursing, Midwifery and Admin and Clerical roles and are not contracted employees of the Trust. There is no obligation to offer work and no obligation on the worker to accept work via the bank.

1.2 Failure to comply with this policy could result in disciplinary action.

2. PURPOSE

2.1 This document aims to provide clear guidance to managers on the process and management of the Staff Bank and its workers and is to be referred to in conjunction with the Conditions of Registration for Bank Workers.

3. DEFINITIONS

Bank Workers: People who are registered with the Staff Bank and able to work bank shifts

Bank shifts: A shift or period of time that has been deemed for a bank worker to cover

Cover request: Request for bank or agency worker to work a shift

Rosterpro: Electronic rostering system used to record all bank and agency shifts

Supernumerary

Shifts: Shadowing shifts booked through the Staff Bank team for new starters

Assigned shifts: Shifts which have been allocated to a bank or agency worker

Bank only worker: Workers who are registered with the Staff Bank and do not have a substantive contract in the Trust

Bank claim forms: Timesheets for bank shifts

ESR: Electronic Staff Record

RD&E: The Royal Devon & Exeter NHS Foundation Trust covers all services across sites which include the community

A&C: Administrative and Clerical

Agency Workers: Workers from non NHS providers



4. DUTIES AND RESPONSIBILITIES OF STAFF

4.1 Deputy Chief of Nursing

4.1.1 Will be responsible for compliance with the Policy

4.1.2 Will monitor to ensure the provision and quality of the service

4.1.3 Will ensure compliance with this policy in regard to professional registration and due process concerning complaints

4.2 Associate Directorate of Nursing, Senior Nurses

4.2.1 Will request agency nurses directly through the Staff Bank following agreed process

4.3 Staff Bank Manager

4.3.1 Will ensure adherence to the policy in regards to management of bank workers registered with the service

4.3.2 Will ensure the provision and quality of the Staff Bank service

4.3.3 Will provide a single point of contact for Staff Bank workers regarding the implementation of this policy and its processes

4.4 HR Recruitment Manager

4.4.1 Will ensure that all necessary checks are undertaken for suitable applicants to the Staff Bank

4.4.2 Will advertise bank roles through NHS jobs recruitment pages as directed by the Staff Bank Manager

4.4.3 Will advise Staff Bank Manager if any professional registration is out of date

4.5 Occupational Health

4.5.1 Will assess the need for vaccinations based on the information supplied to them regarding recruitment of workers to the Staff Bank

4.6 Ward Support

4.6.1 Will book urgent out of hours cover as directed by senior staff adhering to policy

4.7 Bank Workers

4.7.1 Will adhere to policies and processes of the Staff Bank

5. THE PRINCIPLES OF USING THE STAFF BANK

5.1 All requests for bank workers should be affordable, within the ward/department funded established budget i.e. planned staff shortages e.g. to cover leave and vacancies.

5.2 External Agency workers presently only nursing, can only be booked by Bank Office Staff on telephone no. 402352, or out of hours by Ward Support on telephone no. 402351 and must be authorised by Divisional Manager, Senior Nurse, Senior Nurse


on call or a designated deputy and the required form must be completed to request cover (Appendix 1).

5.3 Bank workers should not work in one area for a period of more than 11 continuous weeks, work with a specified role should be reviewed by the manager. Advice should be sought from the Recruitment Manager as to how to undertake short term cover if there is a continuing vacancy i.e. maternity leave and long term sickness

5.4 Individual managers are responsible and accountable for ensuring that bank workers do not continuously book a worker with the department for more than a continuous 11 week period. Further advice can be sought from the Staff Bank Manager or HR Manager. Regular monitoring will be carried out to ensure compliance.

5.5 The Trust has introduced an electronic rostering tool for Nurses and Midwives cover requests – Rosterpro, Rosterpro will request bank workers directly via the system. If the cover request is, at less than 24 hours’ notice, it will be necessary to contact the staff bank office by phone to inform them of a short notice addition.

5.6 Bank Workers will be registered to the Staff Bank to be flexible to work in all areas of the Trust as necessary, and to move to required areas to work wherever the requirement for staffing cover is requested.

6. THE APPLICATION AND REGISTRATION PROCESS

6.1 Advertisements for bank workers will be displayed on the Trust internal website and accessible also through http://www.jobs.nhs.uk/. The advert will be actively suspended depending upon the needs of the organisation at the discretion of the Staff Bank Manager

6.2 All applicants will be dealt with in accordance with the Trust Recruitment and Selection Policy

6.3 Bank Workers are obliged to disclose a criminal record and a full Disclosure will be processed by Recruitment for all roles requiring a Disclosure.

6.4 During the course of bank registration, if a bank worker is arrested on a criminal charge there is a duty to report the incident to the Staff Bank Manager. Failure to do so could result in the end of Bank registration. Any conviction, caution or reprimand resulting from the arrest must also be reported and if it is considered by the Staff Ban Manager to be of a serious nature may also lead to removal from the Staff Bank register

6.5 All applicants for roles will be asked to provide evidence of qualifications at interview to meet requirements specified in the person specification of each job description.

6.6 Interviews will be held at regular intervals by the Staff Bank Manager and an appropriate member of Trust staff e.g. Midwife, Registered Children’s Nurse, Admin Manager.

6.7 Workers new to the Trust must attend Trust Induction as per Induction Policy and complete the required Induction forms in the suggested timescales. Supernumerary shifts, up to a maximum of three shifts, will be arranged with an established bank worker or permanent member of staff and the Check List (Appendix 2) for Bank Nursing Auxiliaries is to be completed. Payments for shifts will not be set up on the Electronic Staff Record (ESR) until the bank worker has worked the equivalent number of regular bank shifts. All shifts undertaken prior to being set up must be worked within 3 months of attending Induction. If the complete induction process is not adhered to bank workers will not be paid for work undertaken.

http://www.jobs.nhs.uk/





6.8 Supernumerary shifts will also be offered to bank workers who have been off work for a significant period of time i.e. maternity leave or who have been working in a specialised area for a period of time i.e. outpatients, theatres at the discretion of the Staff Bank Manager.

6.9 Candidates interviewed for substantive posts, who are unsuccessful and are suitable for the bank, should be encouraged to contact the Staff Bank to apply to join. Details, including application form and interview notes, should be forwarded to the Staff Bank Manager for further consideration.

6.10 Staff who have a substantive contract with the Trust and wish to join the bank will be required to formally apply to register with the bank if they wish to undertake additional bank work. This they do by completing an Internal Application Form (Appendix 3). These forms are available on Ian via the Staff Bank.

6.11 Bank workers must provide at least one week’s indication that they would like to end their registration with the Staff Bank in order to allow time for work areas to book alternative cover. If they are not booked to work on a ward or department registration can be ended immediately.

6.12 Bank workers who do not make themselves available for work during a 6 month period will be asked to provide availability to work within one month, otherwise they will be removed from the Staff Bank register to include ESR.

7. WHO IS ABLE TO WORK A BANK SHIFT?

7.1 All staff and bank workers must be registered with the Staff Bank in order to work a bank shift.

7.2 It is the bank workers responsibility to ensure that they do not exceed the working time limits set out in the Working Time Directorate regulations for a maximum 48 hour working week, based over 17 weeks, reference section 27 Agenda for Change NHS Terms and Conditions of Service Handbook. If a bank worker has alternative work alongside the bank work performed for the Trust he or she must advise the Staff Bank office of this and keep the Staff Bank up to date as to the number of hours worked for other work providers.

7.3 Substantive staff on annual leave can work up to 50% of their leave allowance entitlement to cover bank shifts.

7.4 Bank Workers who are registered with agencies are unable to cover agency shifts in the RD&E Foundation Trust; they must only cover bank shifts in the Trust.

8. THE PROCESS OF BOOKING A SHIFT

8.1 All nursing and midwifery bank shifts must be booked via Rosterpro through the Staff Bank office or requested by email if unable to access Rosterpro

8.2 Requests must be made by an authorised member of staff, either the ward manager or person in charge of the ward/area/department using the Rosterpro system. If Rosterpro is not accessible, requests must be made by email. If cover is required at less than 24 hours’ notice then the request must also be phoned through to the staff bank office directly.

8.3 All requests for cover by email or phone must contain the following information:-

* Name of department/area/ward

http://www.nhsemployers.org/Aboutus/Publications/Documents/NHS_Job_Evaluation_Handbook.pdf



* Date and time of cover required

* Reason for cover i.e. sickness, vacancy

* Any special skills required

* Band of worker required

* Name of person authorising request

8.4 Requests for bank workers out of hours must be made to ward support which operates 4.45 pm – 8am weekdays and all weekend. This service is provided to assist with cover only relating to the out of hours period, all other queries to be directed to the Staff Bank office.

8.5 Whenever possible, requests which are more than 24 hours to the start of the shift should be made directly on to Rosterpro.

9. THE PROCESS OF ALLOCATING WORK TO BANK WORKERS

9.1 Clinical Workers

9.1.1 It should be noted that the Staff Bank cannot guarantee to provide cover for the requests made.

9.1.2 Bank workers must add their availability on to the Rosterpro system which will then be married up with available shifts. The bank worker needs to check each week the shifts that have been allocated to them by checking rosterpro or phoning in to the Staff Bank.

9.1.3 Shifts will be confirmed on Rosterpro no more than 1 week in advance i.e each Thursday shifts are confirmed for the following week, Sunday to Saturday.

9.1.4 Assigned shifts will be available to view 1 week in advance. Any changes to the roster in a 1 week period will be phoned through to the person/people concerned.

9.1.5 If a shift is accepted by a bank worker the worker will be committed to undertaking the shift.

9.1.6 Any changes to arrangements by the wards should be phoned through to the Staff Bank office as soon as possible.

9.1.7 If unable to fill a shift with the band of worker required the area will have the option to change the band of staff. Staff Bank team will check availability and cover the shift if able.

9.1.8 When allocating night shifts to new bank workers, it will be necessary for them to have worked in the Trust for a 3 month period or for a minimum of 10 shifts before undertaking a night shift. For new bank workers who have previously worked in the Trust a reference from a matron will be required to confirm they are clinically safe to work at night.

9.1.9 Bank Workers will be expected to work in all areas of the Trust and to be flexible to change location when asked to do so to ensure safe staffing levels are maintained in the Trust. Failure to comply with this will result in an investigation which could result in being removed from the Staff Bank.


9.2 Administrative and Clerical Workers

9.2.1 To book work, A&C Workers must notify the Staff Bank of the dates and times they are available to work either by email or by phone. They will then be booked to an appropriate assignment for up to 11 weeks if an assignment is available and notified by the Staff Bank team of the booking.

9.2.2 Admin and Clerical workers must complete blue bank claim forms (Appendix 4 and 5) and submit to the Staff Bank team no later than the 4th of each month to reach payroll in a timely manner.

10. CANCELLATION OF SHIFT/ASSIGNMENTS

10.1 By ward/department/area

10.1.1 Cancellation of a bank worker must be made at least 8 hours prior to the start of the booked shift/assignment and to give 12 hours’ notice if it’s a night shift, this must be done via the Staff Bank or out of hours through Ward Support.

10.1.2 Cancellations of bank work by the department of less than 8 hours, or 12 hours for a night shift, will incur the full cost of the worker to the department/area if other suitable work is not available.

10.1.3 If, on arrival to the dept/ward/area, the bank worker is surplus to requirements, the department must contact the staff bank team during working hours. Out of office hours the site management team/ward support should be contacted, to find other suitable work. If other suitable work is declined by the bank worker they will not be paid for attending for work.

10.2 By bank worker

10.2.1 Cancellations should be notified to the Staff Bank team as soon as possible, for reasons other than sickness this should be not less than 24 hours prior to the start of the shift/assignment. Any cancellation in the last three months will be taken into account when implementing the short notice cancellation procedure:-

10.2.2 When a bank worker cancels a shift within 24 hours of the start of the shift or does not arrive for a shift for reasons other than sickness the following will apply:

* One short notice cancellation or not arriving for booked shift: the bank worker will receive a call from the Staff Bank Team to explain the implications.

* Two short notice cancellations or not arriving for booked shift: you will be asked to meet with the Staff Bank Manager to discuss the reasons

* Three short notice cancellations or not arriving for booked shift: You will not be allocated any work for a period of 2 weeks

* If there is a further short notice cancellation or instance of not arriving for a booked bank shift, after this process has been followed, an investigation will take place which could result in being removed from the Staff Bank.

10.2.3 If a bank worker has to cancel a shift at short notice due to sickness the staff bank office should be notified during the hours of 8.00am and 4.30 pm Monday – Friday, and the department/ward/area should be notified directly. Out of hours Ward Support should be contacted along with the ward


10.2.4 Any bank worker who has a sickness period of more than 3 days should advise the Staff Bank Manager directly and the appropriate medical certificates will need to be submitted to the Staff Bank

10.2.5 Attempts to find a suitable replacement for the absent bank worker will be made by the Staff Bank team or ward support.

11. WHAT CONSTITUTES “BANK WORK” AND PAYMENT?

11.1 All work booked though the Staff Bank will be deemed bank work and agreed bank rates will apply, these rates do not apply to Agency workers.

11.2 Bank workers with a substantive post for the same bank position as stated in the bank job descriptions listed in table 1 below and the same level of responsibility in the Trust will be set up to be paid at own incremental point for bank shifts up to band 6.

11.3 Bank workers with a substantive post applying for lower band bank role will be paid at the top point of the lower band, at a point no higher than their substantive role point.

11.4 Bank shifts for the Site Management Team will be paid at band 7.

11.5 There will be a standard rate of pay for all bank workers

11.6 Table 1 outlines the bands, a full description of each post is detailed in the job description which is available to view on Ian.

Table 1

Banding Point Job Title

Band 2 Point 1.0 Bank Clerical Assistant

Bank Nursing Auxiliary

Band 3 Point 1.0 Bank Secretary

Bank Administrator

Bank Healthcare Assistant

Band 5 Point 1.0 Bank Registered Nurse

Band 6 Point 1.0 Bank Sister

Bank Midwife

Bank Staff Counsellor

Bank Occupational Health Nurse


11.8 Bank only workers who work a minimum of 488 hours per annum will benefit from annualised incremental credit, within the hourly rate, unless already placed on the maximum of the appropriate scale

11.9 Jury Service, daily net loss of earnings will be calculated based on last three months bank work and all questions relating to availability for work will state that bank workers are available to work unless in court.

11.10 Annual leave payments for bank only workers will be calculated on a pro rata basis based on percentage of hours worked and will be paid monthly through payroll.

12. THE PROCESS OF COMPLETION AND SUBMISSION OF BANK CLAIM FORMS

12.1 All bank work must be claimed for on the Bank Payment Claim form (Appendix 4 and 5) or on the white ward based Bank Claim forms. On wards where there is a live link from Rosterpro to ESR, a ward based bank payment claim form will be used to record hours worked.

12.2 At the end of each shift it is the responsibility of the individual worker to ensure their bank claim form/ward form is checked and signed by the manager/person in charge of the area/department/ward. The individual worker must inform the Staff Bank if moved during a shift.

12.3 Bank claim forms for Administrative and Clerical workers should be sent/brought to the Staff Bank office on or by the 4th of the month, they should be totalled and signed by the bank worker and the manager of the area they are working in, to include the budget number. If the 4th of the month falls on a bank holiday it should be completed up until the second last day prior to the bank holiday, normally a Thursday to be given to the Staff Bank office to be input onto Rosterpro by the 4th of the month.

12.4 Bank claim forms which appear fraudulent will be referred to the Local Counter Fraud Specialist for investigation in accordance with Trust Counter Fraud Policy and may result in disciplinary action.

12.5 It is the responsibility of the bank worker to accurately complete Bank claim forms and to obtain the necessary signatures in order for payroll to process payment. It may affect payment to the bank worker if the correct process is not followed.

12.6 All bank workers are paid monthly on the 27th of each month, unless the 27th falls on a weekend in which case it will be the last working day prior to the 27th.

13. THE PROCESS OF BOOKING EXTERNAL AGENCY WORKERS

13.1 Agency workers will be used only in exceptional circumstances when all other options for staffing cover have been exhausted.

13.2 Agency workers for nursing cover can only be booked by the Staff Bank team or the out-of-hours team, with authorisation of the Divisional Manager, Senior Nurse, Senior Manager or a designated lead.

13.3 Nursing agencies will be approached in line with contractual agreements agreed through the Procurement Department and Staff Bank.

13.4 The Staff Bank team will inform the area/department once cover has been obtained.

13.5 On arrival at the hospital agency nurses must produce identification and if a registered nurse/midwife current Nursing and Midwifery Council (NMC) registration



card to the Matron or Senior Nurse at the start of the shift and to sign to confirm sight of the documentation (Appendix 6).

13.6 Trust registered Staff Bank workers and contracted RD&E staff registered with outside agencies will not be able to cover agency shifts for the same role in the Trust.

14. PROOF OF PROFESSIONAL REGISTRATION

14.1 It is the responsibility of the individual professional to maintain their professional registration.

14.2 It is a requirement that all registered professionals provide evidence for all parts of the register on appointment and when renewing registration.

14.3 The professional registration of bank workers will be checked on a monthly basis. Lapses in registration will be dealt with in line with Trust Policy on Professional Registration (Clinical Roles) Policy and Procedure.

14.4 All registered professionals are accountable for their practice to their registered bodies.

14.5 If a registered professional undertakes a bank shift without providing proof of registration they risk having their name removed from the Staff Bank and referral to the Local Counter Fraud Specialist for investigation.

14.6 It is the responsibility of the registered professional to maintain practical and theoretical standards for NMC registration and to provide a record of this email confirmation each year, to the Staff Bank Manager.

15. MANAGEMENT OF COMPLAINTS/POOR PERFORMANCE OF BANK WORKERS

15.1 For registered professional bank workers an appropriate member of staff will be involved with the management of complaints, poor performance or discipline issues. It will be the decision of the Manager of the relevant profession as to whether the professional body will need to be involved. If there are issues which may affect performance the manager concerned can request the individual is not allocated work until the concerns are addressed.

15.2 Substantive Staff who are also registered with the Staff Bank, in respect of bank work will be treated as bank workers. Any impact on substantive role will be treated on an individual basis subject to Trust Disciplinary and Appeals Policy and Managing Performance (Capability) Policy. If there is any cause for concern this should be referred to the substantive line manager.

15.3 Complaints

15.3.1 Any complaints regarding bank workers should be forwarded to the Staff Bank Manager who will investigate, reply and take any action identified.

15.3.2 If an incident is discovered at the time of the shift, a Trust Datix incident form must be completed as per the Incident Reporting, Analysing, Investigating and Learning Policy and Procedures and the Senior Nurse on-call will be notified to investigate or appropriate Administrative Services Manager. Any findings and outstanding actions will be forwarded to the Staff Bank Manager and if appropriate, the substantive line manager.









15.3.3 If the incident/complaint is discovered after the end of the shift, an incident form will be completed sent to the Staff Bank Manager for investigation in partnership with appropriate professional and/or substantive line manager.

15.3.4 Any complaint or incident involving agency workers will be directed to the manager of the agency by the Staff Bank Manager who will refer the issue to the relevant agency for resolution. The Trust Disciplinary and Appeals Policy and the Trust Managing Performance (Capability) Policy will not apply to agency workers.

15.3.5 The Staff Bank Manager keeps a record of all complaints and incidents and will only rebook that agency/bank worker if appropriate, following a review with input from Human Resource Manager.

15.3.6 Non-substantive Bank workers do not have the right of appeal.

15.4. Poor Performance/Disciplinary Guidance

15.4.1 If there are performance or disciplinary issues with individuals, advice will be sought from the Human Resource team upon the Staff Bank Manager becoming aware of the issue.

15.5 Misconduct

15.5.1 Cases of gross misconduct involving Registered Nurses, Midwives or other registered professional bank workers or agency workers need to be investigated along with the Deputy Chief Nurse.

15.5.2 The Deputy Chief Nurse reserves the right to inform the NMC or other professional body of any outcome of any investigation should they be substantiated.

15.5.3 If the Bank worker leaves before the end of a misconduct investigation then the Deputy Chief Nurse reserves the right to continue the investigation in the absence of the bank worker.

15.5.4 Non-substantive bank workers do not have the right of appeal.

16. CLINICAL PRACTICE SKILLS FOR BANK WORKERS AND AGENCY WORKERS

16.1 Any registered nurse undertaking IV drug administration must do so following Trust procedures in the Intravenous Therapy Policy and to attend regular updates as necessary to continue to practice.

16.2 The required study sessions and assessments must be undertaken prior to the administration of Intravenous medication.

17. TRAINING AND INDUCTION

17.1 All bank workers must attend Trust Induction.

17.2 All bank workers are entitled to attend appropriate training sessions in their own time which is to be authorised by the Staff Bank Manager.

17.3 All bank workers must attend mandatory training and keep training up to date on an annual basis. Failure to keep updated with mandatory training may result in being removed from the Staff Bank register.

17.4 Bank workers will be paid to attend mandatory training sessions at the lowest banded role they are registered at.






17.5 All bank workers will be trained to the level stated in the relevant bank job description including statutory mandatory training and for Bank Nursing Auxiliaries to the standard specified in (Appendix 2) Essential Skills Check List.

17.6 All bank registered nurses must keep updated with their Clinical Practice skills, along with all other mandatory training updates and provide the evidence of continuing professional development to the Staff Bank.

17.7 Basic hospital IT systems training will be provided to Bank Admin & Clerical workers to include:

* Bank Clerical Assistants – Patient Administrative System (PAS) level 1, 2, and 3 Outpatients, Referral to Treatment (RTT) and Casenote Training

* Bank Secretaries/Administrators – PAS level 1 and 2, RTT, Casenote Training and CDM

18. ARCHIVING ARRANGEMENTS

18.1 The original of this document will remain with the author, Staff Bank Manager, Staff Bank. An electronic copy will be maintained on the Trust Intranet (IaN) P-Policies- S – Staff Bank. Archived copies will be stored on the Trust’s “archived policies” shared drive will be held for 10 years.

19. PROCESS FOR MONITORING COMPLIANCE WITH AND EFFECTIVENESS OF

THE POLICY

19.1 In order to monitor compliance with this policy, the auditable standards will be monitored as follows:

No Minimum Requirements Evidenced by

NHSLA standard

1. Suitability of applicants will be assessed Application forms

2. All new starters will undertake Trust Induction and Bank Induction process

Completion of Induction forms

3. All ward Bank and Agency nurse shifts to be booked directly on to the Rosterpro system

Shifts recorded on Rosterpro. Regular monthly report actioned

4. Training records for Bank workers to be monitored

Recorded on ESR system and regular monthly report monitored

5. Monitoring of Nursing Agency worker profiles to check compliance with training requirements

Profiles checked on booking and updated in file every 3 months

19.2 Frequency

In each financial year, the Staff Bank Manager will audit to ensure that this policy has been adhered to and a formal report will be written and presented to the Deputy Chief of Nursing

19.3 Undertaken by Staff Bank Manager


19.4 Dissemination of Results

To the Deputy Chief Nurse and Workforce Diversity Group 19.5 Recommendations/ Action Plans

Implementation of the recommendations and action plan will be monitored by the Deputy Chief Nurse.

19.6 Any barriers to implementation will be risk-assessed and added to the risk register. 19.7 Any changes in practice needed will be highlighted to Trust staff via the Governance

Leads cascade system.

20. REFERENCES

NHS Staff Council Job Evaluation Group (2013). London. NHS Job Evaluation Book: http://www.nhsemployers.org/Aboutus/Publications/Documents/NHS_Job_Evaluation_Handbook.pdf

21. ASSOCIATED TRUST POLICIES

Policies applicable to Bank Workers can be found on Ian by clicking on the linked title below:

Infection Prevention & Control Policy

Slips, Trips and Falls for Staff and Others

Records Management Policy

Counter Fraud Policy

Professional Registration (Clinical Roles) Policy and Procedure

Intravenous Therapy (IV) Policy

Recruitment and Selection Policy

Incident Reporting, Analysing, Investigating and Learning Policy and Procedures

Intranet Policy

Information Governance Policy

Information Risk Policy

Early Warning Score Procedure

Uniform and Workwear Policy

Disciplinary and Appeals Policy

Managing Performance (Capability) Policy

Essential Learning Policy




















Appendix 1

Agency request checklist

If you have a requirement for an agency nurse, please complete the form below.

Then contact your Lead Nurse or Senior Matron (during working hours) or Senior Nurse on

call or Site Practitioner out of hours for authorisation.

Ward Date

Name of requesting nurse Date and time of shift

Reason for request Band of nurse required

PLEASE CONFIRM THAT THE FOLLOWING HAVE BEEN CONSIDERED.

Can rota be altered?

If a night shift. Can someone go home and come back for the night?

Is there any staff working non clinically who can work the shift?


Can a matron/ senior matron/ nurse specialist cover the shift?

Can other clinical staff cover the shift from within the division? I.e. OPD/Clinics /etc.

Time and date logged with Staff Bank.

Name of requesting nurse Signature of requesting nurse

Name of Lead Nurse/ Senior Matron Signature of Lead Nurse/ Senior

Matron


Appendix 2

Essential Skills for Bank Non Registered Nurses (Nursing Auxiliaries)

NAME …………………………………………………………………

Wards task undertaken on …………………………………………

Please sign

each

competency

when complete

and add date

Observations

Is able to accurately and safely measure and record legibly a patient’s:

Temperature, Heart Rate, Blood Pressure, Respiration Rate

Oxygen saturations and report any abnormalities to a registered practitioner

Is able to document observations using the Early Warning Scoring

System , and understands the importance of reporting scores of 3 or

Above, to the nurse in charge and taking an appropriate action.

Is observant, aware and able to report changes, to a registered practitioner

about a patient’s condition.

Personal Hygiene

Able to provide essential care for patients who require

Complete assistance with personal care including:

Full body wash Facial shaving( male) Mouth care denture care


cleaning teeth eye care foot care hair care

Assisted washes:

at the bed side in the bathroom

To understand what is a potential risk regarding

Mobility Skin General condition

And to be able to accurately report these to a registered practitioner

Be able to accurately document care given.

Maintains privacy and dignity at all times.

Demonstrates an understanding of the prevention of tissue viability

problems and use of the skin bundle reports

Demonstrates safe usage of manual handling equipment and/ or can

discuss ,when manual handling equipment should be used

Infection Control

Demonstrates effective hand washing technique in accordance with

Trust policy

Demonstrates correct use of gloves and aprons and has an understanding of when they should

be worn and how they should be disposed of

Understands correct disposal of waste products and used linen

Demonstrates correct cleaning of ward / department equipment as per

itinerary held in clinical area i.e. mattresses, commodes, bath hoists


Aspects of Privacy & Dignity

Able to demonstrate good communication skills with patients/carers

and staff

Demonstrates understanding of privacy and dignity use of curtains, dignified toileting personal care appropriate clothing and foot wear

Is able to demonstrate maintenance of privacy and dignity whilst

escorting patients and whilst acting as chaperone

Aspects of confidentiality

Demonstrate understanding of importance of confidentiality whilst with

patients/carers and staff

Complies with telephone answering protocol.

the phone should ring no more than 5 times, answered with good morning / afternoon/ evening/ who you are, Auxiliary Nurse Smith, the name of the ward, How can I help?

Maintains confidentiality in relation to records and clinical documentation

Monitoring and Recording

Demonstrate understanding of fluid/balance charts, why they are used

and how to complete them

Is able to care for patients with catheters including:-

Emptying Positioning Changing of drainage bags Catheter hygiene

Understands the care required for a range of continence aids such as


pads, stoma care and commodes.

Nutrition

Is able to assist patients to complete a menu card with appropriate food

choices

Is able to complete a food chart

Demonstrates ability to assist patients to eat and drink in the correct position

Demonstrates ability to weigh and measure a patient and record a patients

MUST score accurately

Demonstrates ability to prepare nutritional supplements and when it’s

appropriate, to use supplements

Patient Safety.

Demonstrates an understanding of what pressure damage is.

Can give examples of predisposing factors which contribute to pressure damage.

Discuss what nurses can do to reduce the risks of pressure damage.

Demonstrates an understanding of and correctly completes the skin bundle / intentional

rounding / comfort rounding documentation

Understands who to report any changes in condition or high scores to and why it is important to

do so.


Is able to use profiling beds and basic pressure relieving equipment safely, correctly and

appropriately.

Emergency Procedures

Demonstrates ability to locate resuscitation equipment

Demonstrates knowledge of telephone number for cardiac arrest team/fire

brigade

Understands the role of the nursing auxiliary in an emergency


Appendix 3

Application form to join Staff Bank for contracted employees of the Trust Full name of applicant

National Insurance number

ESR no.(payroll no.)

Date of Birth

Tel No. Home/ Mobile

Personal email address

Work extension No

Bank Role, please indicate which role you are applying for:-

Nursing

Bank Midwife band 6 /Bank Registered Nurse band 5/Bank Registered Nurse (Child) band 5/Bank

Maternity Support Worker band 3/Bank Nursing Auxiliary band 2

Admin & Clerical

Bank Senior Secretary band 4/Bank Administrator band 3/Bank Secretary band 3/Bank Clerical

Assistant band 2

Other

Bank Counsellor band 6/Bank Occupational Health Nurse band 6/Bank Theatre Assistant band 2

Date to Start

………………………………


Manager responsible for the member of Staff to complete

1 In what role has the applicant been employed and at

what band?

2 Are there any outstanding issues or concerns about

the applicants ability to work bank hours or any

disciplinary or sickness issues?

I agree and support this application &confirm the information given is correct

Signed …………………………………………………………………………… Extension no……

Manager/Matron of which Department/Ward: …………………………………Date …………….

Fully completed forms to be emailed to Staff Bank Manager [email protected] For Staff Bank use:-

IN OUT

ESR

Rosterpro

A&C Spreadsheet

Texting

Email

Authorised by Staff Bank Manager

Signed ……………………………………..

mailto:[email protected]


Appendix 4


Appendix 5


Appendix 6


Appendix 7 RAPID IMPACT ASSESSMENT SCREENING FORM

Name of procedural document Operational Policy for Staff Bank

Directorate and Service Area Governance, Legal and Patient Services

Name, job title and contact details of person

completing the assessment

Maria Sanders, Staff Bank Manager.

Tel 403903

Date: 12/04/13

EXECUTIVE SUMMARY

This section summarises:

o the impacts identified for action

o mitigating action

o the likely severity of the impact as a result of that action (“result”).

Impact Action Result

No impacts identified

(If you need to progress to a full impact assessment, please include this as an action,

above.)

1. What is the main purpose of this policy / plan / service?

The policy provides information for Staff Bank workers and the Managers of areas

who use the services of Bank workers

2. Who does it affect? Please tick as appropriate.

Carers Staff Patients Other (please specify)Bank Workers


3. What impact is it likely to have on different sections of the community/workforce,

considering the “protected characteristics” below

In identifying the impact of your policy across these characteristics, please consider the following

issues:

- Fairness - Does it treat everyone justly?

- Respect - Does it respect everyone as a person?

- Equality - Does it give everyone an equal chance to get whatever it is offering?

- Dignity - Does it treat everyone with dignity?

- Autonomy - Does it recognise everyone’s freedom to make decisions for themselves?

If you have any negative impacts, you will need to progress to a full impact assessment.

In sections 4 and 5, please copy and repeat the tables below, for each “protected characteristic”

considered. Alternatively, you can use one table for more than one “protected characteristic”, if the

outcomes are similar.

Protected

Characteristics

Positive impact

-- it could

benefit

Negative

impact -- it

treats them

less

favourably or

could do

Negative impact -- they

could find it harder than

others to benefit from it

or they could be

disadvantaged by it

Non-impact –

missed

opportunities

to promote

equality

Neutral --

unlikely to have

a specific effect

Age

Disability

Sex including

Transgender and

Pregnancy / Maternity

Race

Religion / belief

Sexual orientation

including Marriage /

Civil Partnership


4. If you have identified any positive impacts (see above), what will you do to make the most of

them?

“Protected characteristic”

affected:

Issue

Who did you ask to

understand the issues or

whose work did you look at?

What did you find out

about?

What did you learn or

confirm?

Action as a result of above

Action By who? When?

5. If you have identified any missed opportunities (“non-impacts”), what will you do to take up any

opportunities to promote equality?

“Protected characteristic”

affected:

Issue

Who did you ask to

understand the issues or

whose work did you look at?

What did you find out

about?

What did you learn or

confirm?

Action as a result of above

Action By who? When?


6. If you have a identified a neutral impact, show who you have consulted or asked to confirm that

this is the case, in the table below:

Who did you ask or consult to confirm your neutral impacts?

(Please list groups or individuals below. These may be internal or external and should

include the groups approving the policy.)

Policy Expert Panel

Tony Williams

If you need help with any aspect of this assessment, please contact:

Tony Williams Equality and Diversity Manager

Ext: 6942 [email protected]

Please note:

This impact assessment needs to be sent, with the policy, to the Equality & Diversity Manager at the

following stages: as part of consultation, prior to final ratification of the policy and when final

ratification has been given

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