THE UNIVERSITY OF SHEFFIELD – INFORMATION FOR APPLICANTSDocument Transcript
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
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
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.
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
Further information on the above areas is also available at
www.sheffield.ac.uk/jobs and www.sheffield.ac.uk/about
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
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;
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
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.
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
Genomic instability in cancer cells; cytokines and cell signalling; apoptosis and cell
cycle control; cyto- and molecular genetic changes; cellular immunology and
• 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).
• 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.
• 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
o The patient (and significant others) fully understand the nature of the clinical
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.
• 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.
• Attend national meetings in relation to clinical trials as appropriate and agreed
with local training link.
• 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
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
• 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
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
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: firstname.lastname@example.org, 0114 2265210 or Katherine
Williams: email@example.com, 0114 2265229.
SALARY: Within the scale for Nursing staff Grade F: £22,223 - £28,082 per annum,
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
• final salary pension scheme
• corporate Childcare Vouchers scheme
• Home Computing Initiative scheme: www.sheffield.ac.uk/hci
• special staff rates for S10 Health membership:
• 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
By post to: The Staff Recruitment Service
Department of Human Resources
The University of Sheffield
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).
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
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:
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
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
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
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
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.
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
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
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
Leave. Copies of the University’s Paternity Leave Policy are available from the
Department of Human Resources.
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
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.
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
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
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
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.
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
Appointments will normally be terminated when members of staff reach 65 years of
14. CONFIDENTIAL INFORMATION
No information of a confidential nature may be disclosed to any unauthorised
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
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.
Ms R A Valerio
Director of Human Resource Management