Designated Safeguarding Team Administrator

As well as responsibilities already mentioned - please also see below INFORMATION RESOURCES, ANALYSIS AND DECISION MAKING - the administrative role will Undertake information/project analysis as agreed with Safeguarding Team and feedback within defined timescales. Contribute to effective information management within the team. Participate in providing relevant information to internal and external working groups/projects and to maintain data collection systems for its effective use by the team. Working with colleagues, to analyse and report on data and monitor the processing of data and information. Actively supports and contributes to the development of key performance indicators for the successful assessment of performance Working collaboratively to update annual reports, securing evidential documents as required and support the achievement of statutory requirements for the organisation. Record annual leave and sickness for the Safeguarding Team, arranging appropriate cover for own role during periods of absence under the direction of line manager. The post holder will often view sensitive and confidential information and will be required to maintain high levels of confidentiality. Management of systems and processes for supporting the Safeguarding Team carrying out their functions, identifying gaps and highlighting these to the Safeguarding team. Accessing the email inbox of the Associate Director and other members of the Safeguarding team as appropriate, prioritising emails and alerting to those needing swift action. PLANNING & ORGANISATION - the admin role support the wider team with: Work within an integrated commissioning system to ensure maximum impact on adults at risk and measurable outcomes that ensure significant long-term difference is achieved. Ensure that the Bolton ICS Place carries out its statutory duties in that all NHS providers have robust and effective clinical governance and safeguarding arrangements in place to include quality schedules, serious case review action plans and other relevant development plans. Ensure robust, systems, policies, procedures, professional guidance and training programmes are in place for Bolton health services (these include child, and adult services; primary care providers, NHS Bolton commissioning and strategic services; public health) so that adults in need of safeguarding can be identified by staff at an early stage and protected from harm where possible, and effective care can be provided for adults at risk of abuse or where abuse has already occurred. Lead on the assurance process for provider compliance with safeguarding contractual standards, supporting providers to develop action plans and to monitor these plans and report to the Quality and Safety Committee, working with the contracts team to instigate the escalation process when required. Work with Bolton ICS Place and partners to ensure it fulfils its statutory duties for safeguarding children/adults at risk including those in nursing and care homes. Lead on the analysis and appropriate development of services relating to adult safeguarding. Support the specialist Safeguarding Team to provide health consultancy role for all partner agencies across Bolton whilst developing and implementing policies, procedures and guidance which reflect local standards of practice and multi-agency policies and procedures. Liaise with, local authority adult social care and other service planning and commissioning organisations including public health over health care assessments of adults at risk. POLICY & SERVICE DEVELOPMENT The admin role will support the Safeguarding Team with any propose changes to procedure and protocol for projects, services and work streams within own remit and make recommendations for more effective delivery. Contribute to the review and development of existing project information management systems and contribute to the development of an integrated approach to project management. Be responsible for ensuring confidentiality is maintained at all times in accordance with the Data Protection Act, Trust policy and good practice. PEOPLE MANAGEMENT The post holder will be required to provide day-to-day supervision of any junior and temporary staff working in the Department, as and when required Support and mentor the development of the apprentice and any other staff in future in the Safeguarding Team. Participate in the recruitment process of administrative staff within the organisation RESEARCH, DEVELOPMENT & AUDIT To be involved in the safeguarding assurance process via the administration of audits, facilitation of audit returns including data inputting, design of tables and tools for audit purposes. Carry out web-based and publications research GENERAL RESPONSIBILITIES Infection Control It is the duty of every member of staff to take personal responsibility for the prevention and control of infection, as laid down in the GM ICS policies and procedures which reflect the statutory requirements of the Hygiene Code. Health and Safety at Work All employees are required to take reasonable care for the health and safety of themselves and other persons who may be affected by their actions or omissions at work and co-operate with the employer in ensuring that all statutory and other requirements are complied with. Confidentiality & Data Protection Employees are expected to comply with all confidentiality policies and procedures and to work in accordance with the Data Protection Act 2018. 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. induction, organising refresher sessions for staff when necessary.) You should disclose information only to authorised persons or organisations as instructed. Breaches of confidentiality may result in disciplinary action, which may include dismissal. Conflict of Interest Greater Manchester Integrated Care is responsible for ensuring that the services for patients in its care meet the highest standards. Equally, it is responsible for ensuring that staff do not abuse their official position, to gain or benefit themselves, their family or friends. Equality and Diversity Employees are expected to work within the principles set out in the GM employment equality policy and other relevant policies: Equality, diversity and human rights are at the heart of Greater Manchester Integrated Care and everything it does. Disadvantages experienced by people due to their protected characteristics will be removed or minimised to create an environment in which individual differences and the contributions of all staff are recognised and valued. Steps will be taken to meet the needs of people from protected groups where these are different from the needs of others and reduce underrepresentation of people with particular protected characteristics and increase the diversity of our workforce, both at an organisational level and within different job roles. A zero-tolerance to intimidation, bullying or harassment, recognising that all staff are entitled to a working environment that promotes dignity and respect for all. Act as an agent for change within communities by positioning equality, inclusion and human rights at the heart of local delivery plans. (While this will be achieved in part by being championed at a senior level, it can only be fully achieved through all those working within Greater Manchester Integrated Care recognising and adhering to their own personal responsibilities in this regard). Take steps to ensure that you understand the rights and responsibilities under the Employment Equality Policy At Risk Groups To carry out responsibilities in such a way as to minimise risk of harm to children, young people and adults at risk and to promote their welfare in accordance with the Children Act 2004, Working Together to Safeguard Children (2006) and No Secrets guidance (DH 2000). To demonstrate an understanding of and adhere to NHS Greater Manchester protection policies. Standards of dress All staff are expected to abide by the organisations guidance on standards of dress. Any less favourable treatment in dress code because of a protected characteristic could be direct discrimination, therefore, dress codes must not lead to harassment by colleagues or customers. Dress policies for men and women do not have to be identical, but standards imposed should be equivalent. It is best to avoid gender specific prescriptive requirements. Reasonable adjustments should be considered for disabled staff, and reasonable accommodations on grounds of religious belief which could include not applying or adapting dress code requirements, for example where their impact is more onerous on a disabled employee or interferes with an employees religious observation. We will be flexible and not set dress codes which prohibit religious symbols that do not interfere with an employees work. Transgender employees should be allowed to follow the organisations dress code in a way which they feel matches their gender identity.