DIVISION OF GENOMIC MEDICINE
ACADEMIC UNIT OF CLINICAL ONCOLOGY
RESEARCH SISTER/ CHARGE NURSE (PART-TIME, FIXED-TERM)
REF....
The City of Sheffield
Sheffield offers outstanding quality of life, an attractive, green environment,
affordable living co...
Rheumatology; Infectious Diseases; Dermatology; Neurology; Psychiatry; Pathology
(including Forensic Pathology and Neuropa...
• Monitor treatment toxicity/side effects and initiate changes to treatment as
required by the protocol.
• Report and reco...
• Attend national meetings in relation to clinical trials as appropriate and agreed
with local training link.
Other
• Unde...
appointee. If you have a spent criminal record and are invited to interview for this
type of post, you are requested to pr...
By post to: The Staff Recruitment Service
Department of Human Resources
The University of Sheffield
Firth Court
Western Ba...
THE UNIVERSITY OF SHEFFIELD
Vice-Chancellor: Professor R F Boucher, CBE, PhD (Nottingham), HonDHL
(State University of New...
7. HOLIDAYS
The annual holiday entitlement for full-time staff will be 25 days per year plus
statutory holidays. The statu...
iv Not all qualifying days and not all periods of sickness absence will attract
SSP. In particular, the first 3 days of an...
Leave. Copies of the University’s Paternity Leave Policy are available from the
Department of Human Resources.
11. SUPERAN...
Full details of The University Grievance Procedure for all University Staff (excluding
staff covered by the University Sta...
Ms R A Valerio
Director of Human Resource Management
13
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THE UNIVERSITY OF SHEFFIELD – INFORMATION FOR APPLICANTS

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THE UNIVERSITY OF SHEFFIELD – INFORMATION FOR APPLICANTS

  1. 1. DIVISION OF GENOMIC MEDICINE ACADEMIC UNIT OF CLINICAL ONCOLOGY RESEARCH SISTER/ CHARGE NURSE (PART-TIME, FIXED-TERM) REF. NO: S5846 THE UNIVERSITY OF SHEFFIELD – INFORMATION FOR APPLICANTS The University of Sheffield, which celebrates its centenary in 2005, is one of the UK’s leading universities, with an international reputation for excellence in both teaching and research. Campus, students and staff The University received its Royal Charter in 1905, although its roots go back to 1828, when the Sheffield School of Medicine was founded. The academic buildings – a mixture of Edwardian and modern – are set in pleasant suburbs in the west of Sheffield, close to the Peak District National Park yet within easy reach of the city centre. A five-year £100 million building programme is providing new and refurbished accommodation for many departments, as well as state-of-the-art sports facilities. We are investing £16 million in a new learning resources centre to provide an advanced integrated learning environment for our students. There are 25,000 full-time and part-time students studying in the University, of whom 19,450 are undergraduates and 5,550 postgraduates. Included in this figure are more than 3,846 international students from 116 countries. Working for the University The University has an ambitious HR strategy and recognises that its success depends upon recruiting, rewarding and developing high-quality staff in all areas. We are Sheffield’s third largest employer, with 6,000 staff working in a wide range of jobs, and we are proud to recognise that our success is due to the personal contribution made by all our staff. Working at the University will offer you exciting and rewarding opportunities within a dynamic and diverse workplace. 1
  2. 2. The City of Sheffield Sheffield offers outstanding quality of life, an attractive, green environment, affordable living costs, excellent schools, short travel-to-work times, leading NHS care and a wide choice of housing. According to the latest Home Office crime statistics, Sheffield is England’s safest city. A recent Barclay’s survey revealed that Sheffield Hallam, the parliamentary constituency which includes much of our campus, is the second most affluent in England in real terms. As you would expect in England’s fourth largest city, there is a wealth of leisure, entertainment, sports and recreational opportunities to suit all ages, tastes and abilities. Further information on the above areas is also available at www.sheffield.ac.uk/jobs and www.sheffield.ac.uk/about SUMMARY The function of the clinical trial nurse is to assist in the provision of a clinical trial service within the North Trent Cancer Research Network. The post will be based in the Cancer Research Centre at Weston Park Hospital, Sheffield. As a clinical trial nurse you will be responsible for assessing and managing the care pathways for patients and carers participating in clinical trials. This will involve the recruitment, education and monitoring of trial patients and the collection and documentation of accurate data. You will work collaboratively with the clinical trials team, in particular the clinical data manager, and the wider multi-disciplinary team in the management of your own caseload of clinical trial patients. The successful candidate will work with the GI cancer research team to provide treatments within a portfolio of clinical trials. Training may be given in venesection, iv cannulation and administration of cytotoxic drugs. The role involves using an in depth knowledge of trial protocols and their application in practice, alongside a working knowledge and compliance with the local, national and international research regulations. The post holder will implement the Calman Hine model of Cancer Care and will enable patients across North Trent to have access to clinical trial entry if they so wish. The post holder will be accountable to the Senior Sister in the GI team, the North Trent Cancer Research Network manager, the Head of Department and to the Director of Patient Care Services at Weston Park Hospital. The post holder will work under the supervision of the Research Network Manager and the management team within the Unit. The post holder will work closely with the other academic and research staff within the department, Weston Park Hospital, NHS Consultant staff and staff working at other hospitals within the North Trent Region. DIVISION OF GENOMIC MEDICINE The Division comprises three sections of Genetics and Informatics, Functional Genomics and Oncology and Pathology including Forensic Pathology. The Division was formed from the amalgamation of Molecular and Genetic Medicine, Cancer Studies, Human Metabolism and Clinical Biochemistry, Pathology, Forensic Pathology and Clinical Oncology. The Division of Genomic Medicine provides clinical services in: Medical Oncology; Haematology; Respiratory Medicine; 2
  3. 3. Rheumatology; Infectious Diseases; Dermatology; Neurology; Psychiatry; Pathology (including Forensic Pathology and Neuropathology) and Microbiology. There are strong research programmes in fundamental and clinical aspects of these branches of Medicine, including MRC Co-op, Wellcome Trust, ARC, YCR and industrial supported groups. The Division comprises of some 400 members of staff and postgraduate students. Section of Oncology and Pathology The Section of Oncology and Pathology comprises three sub Sections - Clinical Oncology, Cancer Studies and Pathology. It seeks to integrate and lead cancer research across Sheffield and North Trent whilst maintaining the existing high standard of undergraduate and postgraduate teaching. With the recent appointment of Professor Mark Meuth as Head of the Institute for Cancer Studies there will be emphasis on the molecular genetics of cancer. This is an accord with the University of Sheffield major initiative in Molecular Genetics where there is cross-University collaboration particularly with the Division of Molecular and Genetic Medicine and Department of Molecular Biology & Biotechnology. On the clinical front a new Cancer Research Centre (a joint venture between Charitable Appeal, Weston Park Hospital, University of Sheffield and Industry) to enhance collaborative clinical trials and bone metastasis research opened in 1999. In Pathology recent senior appointments have strengthened clinical molecular pathology research. Clinical Oncology Research Interests: Bone oncology; phase III clinical trials, evaluation of new anticancer agents; multi- disciplinary treatment of lymphoma; technical developments in radiotherapy; gestational trophoblastic disease; late effects of cancer and cancer treatments; lung cancer biology Cancer Studies Research Interests: Genomic instability in cancer cells; cytokines and cell signalling; apoptosis and cell cycle control; cyto- and molecular genetic changes; cellular immunology and immuno-therapy. JOB DESCRIPTION Clinical • To co-ordinate the care of your own case load of clinical trial patients. • To attend Multi-disciplinary Meetings, and appropriate clinics, to screen and recruit new patients, and to act as a resource to the members of the MDT. • To ensure that trial specific investigations are undertaken as required by the research protocol in order to establish eligibility and safety to enter the trial. • To ensure the safe administration of treatments and drugs that are given within the context of a clinical trial. • To provide ongoing information, education and support to patients (and their significant others) regarding clinical trials. • To maintain accurate documentation of patient events in nursing/medical notes. • Facilitate data collection into the case report forms (CRF). 3
  4. 4. • Monitor treatment toxicity/side effects and initiate changes to treatment as required by the protocol. • Report and record adverse and serious adverse events that occur whilst the patient is being treated on a clinical trial to the trial co-coordinator/PI and relevant local personnel/regulatory authorities. This will be in collaboration with the clinical data manager. • To provide ongoing follow up care whilst patient is in the clinical trial. • Refer to other specialists as required in order to provide optimal patient care. • To act as a primary contact point for the clinical trial patient. Research • To contribute to the management of the local portfolio of clinical trials. • To identify patients eligible to enter clinical trials. To ensure that the clinical trial protocols you are working on are adhered to. • To work according to GCP and research governance standards for clinical trials. • To facilitate the informed consent process ensuring the following is accounted for: o The patient (and significant others) fully understand the nature of the clinical trial. o The patient is aware that entry into the trial is voluntary and they can withdraw at any point without prejudice. o The patient is aware of any extra procedures required by the trial. o The consent form is completed accurately and filed as required. • Liaise with clinical trial personnel outside the hospital as necessary. • To supply data as required to the Network Research Manager regarding progress of clinical trials. • Register/randomise patients into trials. • To identify barriers to recruitment to trials and ensure that the Research Network Manager is aware of them. To support/action plans as required. • To provide support for clinical trial colleagues in their absence. • To attend local and national meetings relevant to the nature of the job. Administration • To assist in the process of gaining local regulatory committee approval (ethics and R&D approval). • To ensure that clinical trial recruitment records are accurately maintained. • To access the computer network on a regular basis to input/retrieve relevant information. Communication can often be via email and websites and applicants should be familiar with this technology. Education and Training • Act as a resource for colleagues in relation to clinical trials. • To assist in the education and support of health care professionals to enable them to care for clinical trial patients. • To keep staff informed of the progress of clinical trials. • To maintain an up to date knowledge of oncology research related articles particularly related to clinical trials. • Continue your own professional development keeping updated with current practice, and maintaining PREPP requirements. • To maintain links with other clinical trial nurses and clinical nurse specialists across the network to share knowledge and to provide mutual support. 4
  5. 5. • Attend national meetings in relation to clinical trials as appropriate and agreed with local training link. Other • Understand and adhere to Trust policies and procedures. • To act in accordance with the NMC Code of Professional Conduct. • To ensure that trust wide standards are maintained and monitored to improve the quality of care to all those who come in contact with the service provided by STH Trust. The post holder has responsibility for safety as outlined in the hospital’s policy and Health and Safety Work Act 1974. • To maintain patient confidentiality at all times. • To ensure that the views of consumers are effectively sought, channelled and acted upon, including the efficient actioning of the complaints procedure in accordance with the Trust policy in conjunction with the Cancer Research Network Manager and Head of Department The above list of duties is not exhaustive, but merely a representation of the type of duties expected of staff of this grade. Other tasks may be assigned to the post holder, which are commensurate with the grade. These will be discussed with the post holder prior to implementation. This job description acts as a guideline to the responsibilities of the post holder and will be reviewed in consultation with the post holder and amended to meet the changing professional and service needs. Weston Park Hospital is a No Smoking Hospital PERSON SPECIFICATION Minimum requirements for candidates include: • A first level registered nurse • Possession of the ENB 237 or N93 would be advantageous although relevant oncology experience will be considered. • Experience of the outpatient clinic setting would be of value. • ENB 998/C&G 730 or relevant teaching experience. • In possession of or be working towards a relevant academic qualification would be preferable. • An understanding of and/or experience in clinical trials would be desirable. • IT skills are required but extra training will be given. • Candidates will also be expected to cannulate and administer intravenous drugs including cytotoxics. Full training will be given • The successful candidate must be able to work both within and independently of the clinical trials team, organise their own workload and determine their own priorities. FURTHER INFORMATION: This post is part-time, working 28 hours per week over 4 days according to service requirements, and is fixed-term for a period of one year with the possibility of renewal beyond that, subject to funding. Please note that as this post is exempt from the Rehabilitation of Offenders Act 1974, a satisfactory Criminal Records Bureau Disclosure will be required for the 5
  6. 6. appointee. If you have a spent criminal record and are invited to interview for this type of post, you are requested to provide details of your convictions, with the post reference, in advance of the interview to the Head of the Staff Recruitment Service, Department of Human Resources, University of Sheffield, Sheffield, S10 2TN (mark the envelope PERSONAL). This information will be treated as strictly confidential and will only be considered if you are invited to interview for the post. INFORMAL ENQUIRIES: Informal enquiries/visits are welcome and these can be made to Lesley Bruce: l.bruce@sheffield.ac.uk, 0114 2265210 or Katherine Williams: k.s.williams@sheffield.ac.uk, 0114 2265229. SALARY: Within the scale for Nursing staff Grade F: £22,223 - £28,082 per annum, pro-rata. Please note that the University will be introducing a new pay and grading structure during 2005. All staff will be kept informed of progress and will receive personal information about how they will benefit from the new scheme in due course. TERMS AND CONDITIONS OF EMPLOYMENT: As for Nursing staff, attached. These are being reviewed in line with the new pay and grading structure, and staff will be notified of the changes in due course, once these have been agreed. BENEFITS FOR STAFF: In addition to competitive pay and generous holiday entitlements, our staff enjoy access to: • final salary pension scheme • corporate Childcare Vouchers scheme • Home Computing Initiative scheme: www.sheffield.ac.uk/hci • special staff rates for S10 Health membership: www.sheffield.ac.uk/s10/index.html • outstanding sports and recreational facilities. CLOSING DATE: 10 October 2005. PLEASE QUOTE REFERENCE NO: S5846 HOW TO APPLY: Online: Visit www.sheffield.ac.uk/jobs, click on the title of the post you wish to apply for and select the 'apply online' link. Or please send: A completed Application Form/Equal Opportunities Monitoring Form 6
  7. 7. By post to: The Staff Recruitment Service Department of Human Resources The University of Sheffield Firth Court Western Bank SHEFFIELD S10 2TN Or in person to: Department of Human Resources The University of Sheffield 10 - 12 Brunswick Street SHEFFIELD S10 2FN (Reception is open Monday-Friday 9am - 5pm). WORK PERMITS If an applicant selected to be appointed requires a work permit to work in the UK, the University may issue a conditional offer of employment subject to a successful work permit application. The Home Office is the Government Department charged with the responsibility of issuing work permits. It has in place strict criteria regarding eligibility and work permits will only be issued for posts where it can be demonstrated that there is a skills shortage which cannot be met from within the European Economic Area. Where it is reasonable to assume that there is an appropriate recruitment market within the EEA, it is unlikely that a work permit will be issued. Therefore certain types of post are unlikely to be considered eligible for a work permit. Further information is available on the Home Office website at: http://www.workingintheuk.gov.uk/. The persons whom the University considers may not be limited to those who make applications in accordance with the current advertisement. The University is committed to equality through diversity 7
  8. 8. THE UNIVERSITY OF SHEFFIELD Vice-Chancellor: Professor R F Boucher, CBE, PhD (Nottingham), HonDHL (State University of New York), CEng, FIMechE, FASME, MIEEE, HonRNCM, FREng APPOINTMENT OF NURSING STAFF CONDITIONS OF SERVICE 1. GRADING STRUCTURE Nursing staff will be graded in accordance with the structure agreed by the National Nursing and Midwifery Staff Negotiating Council. 2. SALARY SCALES/PAYMENT OF SALARY Salary scales are shown on the attached Appendix A. All nursing staff will be paid monthly, at the end of the month by bank credit transfer. NB. To avoid delay, it is essential for most new members of staff to complete a Bank Authorisation form and forward it to the Wages Office, on taking up appointment. When this is necessary the form will be attached to the letter of appointment. 3. PART-TIME STAFF Part-time staff will be paid pro-rata the equivalent salaries in accordance with Appendix A. 4. INCREMENTS Increments will be awarded on the first day of every month of the anniversary of appointment or on the anniversary of promotion to a higher grade. Annual increments will not be awarded automatically, but will depend on confirmation from the Head of Department concerned, that the individual’s service is satisfactory. 5. HOURS OF WORK The normal working week for full-time staff is 37.5 hours per week. 6. CONTINUITY OF EMPLOYMENT Under the provisions of the Employment Protection Act 1975, no previous employment with the University or with any other previous employer may count as part of your continuous period of employment with the University, except where otherwise stated. 8
  9. 9. 7. HOLIDAYS The annual holiday entitlement for full-time staff will be 25 days per year plus statutory holidays. The statutory holidays consist of New Years Day, Good Friday, Easter Monday, May Day, Spring Bank Holiday, Late Summer Bank Holiday, Christmas Day and Boxing Day. Three other days fixed holiday in addition to this will be taken at Christmas, normally between the Christmas and New Year statutory holidays. 9. SICK PAY (A) NOTIFICATION AND CERTIFICATION OF ILLNESS i When you have to be absent from duty you, or someone on your behalf, should as soon as possible on the first normal working day of absence inform your Manager or their representative of your absence. ii In the case of sickness absence lasting for more than three and up to seven days you must, on the first day of your return to the University, complete a Personal Sickness Certificate obtainable from Departmental Offices and send it to the Salaries Office, Finance Department. If you are unfit for work on a Saturday or Sunday or a rest day either immediately preceding or at the end of a period of absence you should count either or both of these days in determining the length of your absence. In certain instances this could affect your entitlement to SSP, even though you may not have been required to work on those days. iii In the case of sickness absence lasting for more than seven days, you must send to the Salaries Office, Finance Department a Medical Certificate and subsequently any further Certificates, which a doctor issues so that any sickness absence in excess of seven days is certified. Where an open doctor’s statement has been provided a doctor's statement of fitness to resume duties must be obtained before recommencing work. (B) PAYMENT DURING SICKNESS ABSENCE i Employees absent from duty owing to illness will be entitled to payment in accordance with the following scale:- Pay Full Pay Half Pay During first 3 months' service 2 weeks 2 weeks First year after 3 months' service 2 months (8 wks) 2 months (8 wks) Second and third year 3 months (13 wks) 3 months (13 wks) Fourth and fifth year 5 months (21 wks) 5 months (21 wks) After 5 years' service 6 months (26 wks) 6 months (26 wks) ii The sickness payment, when added to SSP payments, must not exceed normal full pay. iii SSP is payable on appropriate qualifying days for up to a maximum of twenty- eight weeks in any reckonable period. Qualifying days will normally be Monday to Friday, but to cover the varying working patterns of some staff all days of the week shown on duty rotas as days at work will be qualifying days for the individual concerned. 9
  10. 10. iv Not all qualifying days and not all periods of sickness absence will attract SSP. In particular, the first 3 days of any absence through ill-health do not attract Statutory Sick Pay unless there has been a separate period of sickness of 4 days or more ending within the previous 14 days. Each qualifying day counting for SSP will attract SSP at the weekly rate divided by the number of qualifying days in that week. In accordance with statutory regulations, the University will inform you when there is no SSP entitlement or where it has been exhausted, so that you may claim sickness benefit if appropriate. This information will be provided in accordance with paragraph v and vi below. v When SSP has been paid for the maximum twenty-eight weeks in any reckonable period, you may be entitled to claim Incapacity Benefit for further periods of illness until you return to work and until a period of 8 weeks or more separates this absence from any future absence from duty through sickness. The Salaries Office will send you a "Change Over Form" SSP1 at the appropriate time, together with any relevant medical certificates held. This will enable you to make a claim for Incapacity Benefit when SSP ends. vi If a period of absence through ill-health does not attract SSP, even though you have received less than the maximum twenty-eight weeks' SSP in any reckonable period, you will be sent by the Salaries Office a "Change Over Form" SSP1 for that period of absence, together with any relevant medical certificates held. The "Change Over Form" will explain why SSP is not payable. vii You may claim Incapacity Benefit on the form SSP1. You should note that your claiming Incapacity Benefit on the form does not override the requirements to notify and certify sickness absence as set out above. viii Where an employee has been absent through sickness for at least four consecutive days in the 8 weeks prior to leaving the University's employment they will be issued with a leavers statement form SSP1(L). New employees should hand to the Salaries Office any such form they have received from a previous employer. ix Further information on the University Sick Pay Scheme and the Statutory Sick Pay Scheme can be obtained either from the Department of Human Resources or the Salaries Office, Finance Department. 10. MATERNITY LEAVE/PATERNITY LEAVE The University Maternity Leave Scheme is available for female members of University staff who have been continuously employed in the University’s service for a minimum period of 12 months before the expected date of confinement. The University Adoption Scheme is available for all eligible members of staff who have been continuously employed in the University’s service for a minimum period of 12 months before the expected date of placement. Copies of the University’s Maternity and Adoption Leave Schemes are available from the Department of Human Resources. Members of staff not eligible for these Schemes may be eligible for Statutory Maternity or Adoption Entitlements and they should contact the Department of Human Resources for advice concerning eligibility. Any member of University staff who is the father of a new child or is the partner of an individual who is newly matched with a child for adoption is entitled to Paternity 10
  11. 11. Leave. Copies of the University’s Paternity Leave Policy are available from the Department of Human Resources. 11. SUPERANNUATION The University of Sheffield Pension Scheme (1975) for Non-Academic Staff All full-time and part-time staff between the ages of 18 and 64 may contribute to the University of Sheffield Pension Scheme (1975) for Non-Academic Staff. Membership is voluntary. New members may join at the point that their employment commences, or may choose to join at a later point during their employment. Staff joining the scheme more than 12 months after the commencement of employment should be aware that they will be required to provide medical evidence, in connection with the life assurance benefits of the Scheme, before being admitted to the Scheme. Under the Rules of the Scheme, members contribute 4.25% of pensionable pay and the University bears the remaining cost of administering the Scheme. Members can also top up their pension by paying Additional Voluntary Contributions (AVCs). Members of the Scheme are contracted-out of the State Earnings-Related Pension (SERPS). Those that do not join the Scheme will automatically be members of SERPS unless they personally ‘opt-out’ via a Personal or Stakeholder pension. Full information on joining the Scheme, a Members Guide, and other Scheme literature is available from the Superannuation Team, Department of Finance. 11. NOTICE Staff wishing to terminate their employment are required to give four weeks notice. They should notify their Head of Department and inform the Director of Human Resource Management in writing clearly stating the date on which their employment will end. Staff with up to four years continuous service are entitled to four weeks notice from the University and for each completed year of service thereafter a further weeks notice up to a maximum of twelve weeks. Appointments may be terminated summarily for serious misconduct or breach of duties. Where the leaving date falls during the month, the final salary payment will be made at the normal time (i.e.: at the end of the month). 12. GRIEVANCE PROCEDURE In all instances staff are encouraged to seek an informal resolution to any concerns or complaints they may have. However if the staff member wishes to raise a formal grievance in relation to their employment they should do so in writing to their immediate supervisor. If the grievance is not resolved at the initial stage, the staff member may request that the grievance be heard in order at a second, third and final fourth stage. 11
  12. 12. Full details of The University Grievance Procedure for all University Staff (excluding staff covered by the University Statutes) is available on the Department of Human Resources website. Alternatively a hard copy may be requested direct from the Department of Human Resources. 13. DISCIPLINARY PROCEDURE If the need for disciplinary action should arise, this should be carried out in line with The University Disciplinary Procedure for all University Staff (excluding staff covered by the University Statutes). Full details of the procedure are available on the Department of Human Resources website. Alternatively a hard copy may be requested direct from the Department of Human Resources. 13. RETIREMENT Appointments will normally be terminated when members of staff reach 65 years of age. 14. CONFIDENTIAL INFORMATION No information of a confidential nature may be disclosed to any unauthorised person. 15. SAFETY TRAINING Every member of staff shall be required to attend such courses on matters concerning Health and Safety as may be arranged for him/her by the University. 16. EQUAL OPPORTUNITIES WITHIN THE UNIVERSITY The University of Sheffield is an equal opportunity employer and has confirmed its commitment to a comprehensive policy of equal opportunities in employment in which individuals are selected and treated on the basis of their relevant merits and abilities. The aim of this policy is to ensure that no job applicant or employee should receive less favourable treatment on any grounds not relevant to good employment practice. The University is committed to a programme of action to make this policy fully effective. 17. DATA PROTECTION The personal information provided to the University and held on staff personal records must be accurate, complete and up to date and staff should advise the University of any changes to this information. This information will be processed by the University, in accordance with its registration under the Data Protection Act 1998, and in pursuance of its educational and administrative functions. This data will be used by the Higher Education Statistics Agency for statistical purposes and may be passed to the Council Tax Office of the local authority. 12
  13. 13. Ms R A Valerio Director of Human Resource Management 13

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