Common use of Competencies Clause in Contracts

Competencies. The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review. Managing Vision & Purpose Communicates a compelling and inspired vision or sense of core purpose; talks beyond today; talks about possibilities; is optimistic; creates mileposts and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire and motivate entire units or organizations. Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Managerial Courage Doesn't hold back anything that needs to be said; provides current, direct, complete, and "actionable" positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary. Informing Provides the information people need to know to do their jobs and to feel good about being a member of the team, unit, and/or the organization; provides individuals information so that they can make accurate decisions; is timely with information. Planning Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; evaluates results. Decision Quality Makes good decisions (without considering how much time it takes) based upon a mixture of analysis, wisdom, experience, and judgment; most of his/her solutions and suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutions.

Competencies. The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review. Managing Vision & Purpose Communicates a compelling Consumer Focus Is dedicated to meeting the expectations and inspired vision or sense requirements of core purposeinternal and external consumers; talks beyond todaygets firsthand consumer information and uses it for improvements in products and services; talks about possibilitiesacts with consumers and whanau in mind; is optimistic; creates mileposts establishes and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire maintains effective relationships with consumers and motivate entire units or organizationswhanau and gains their trust and respect. Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself themselves for personal gain. Managerial Courage Doesn't hold back anything that needs Drive For Results Can be counted on to be saidexceed goals successfully; provides current, direct, complete, Is constantly and "actionable" positive consistently one of the top performers; very bottom line oriented; steadfastly pushes self and corrective feedback others for results. Role Specific Competencies Process Management Good at figuring out the processes necessary to othersget things done; lets knows how to organise people know and activities; understands how to separate and combine tasks into efficient work flow; knows what to measure and how to measure it; can see opportunities for synergy and integration where others can't; can simplify complex processes; gets more out of fewer resources. Listening Practices attentive and active listening; has the patience to hear people out; can accurately restate the opinions of others even when they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessarydisagree. Informing Provides the information people need to know to do their jobs and to feel good about being a member of the team, unit, and/or the organizationorganisation; provides individuals information so that they can make accurate decisions; is timely with information. Planning Accurately scopes out length Priority Setting Spends their time and difficulty the time of tasks others on what's important. Quickly zeros in on the critical few and projects; sets objectives puts the trivial many aside. Can quickly sense what will help or hinder accomplishing a goal. Eliminates roadblocks. Creates focus. Within HNZ Southern External to HNZ Southern • Feedback Facilitator • Patients and goals; breaks down work into the process steps; develops schedules whānau • Patient Enquiries Team • Stakeholders • Service Managers and task/people assignments; anticipates and adjusts Administrators • Management / Personal / Executive Assistants • Southern-wide staff PERSON SPECIFICATION The expertise required for problems and roadblocks; measures performance against goals; evaluates results. Decision Quality Makes good decisions (without considering how much time it takes) based upon a mixture of analysis, wisdom, experience, and judgment; most of his/her solutions and suggestions turn out person to be correct fully competent in the role. Position specific competencies: ESSENTIAL DESIRABLE Education and Qualifications (or equivalent level of learning) • Minimum Level 2 NCEA • Knowledge of Healthcare environment Experience • At least 2 years clerical administration experience • Knowledge of office systems and procedures • Knowledge of Healthcare environment Knowledge and Skills • Evidence of good literacy and numeracy skills • Excellent computer skills, including knowledge of Microsoft Word, Excel and Outlook (email). • Knowledge of managing databases Personal Qualities • High standard of interpersonal communication skills, including written and verbal • Ability to understand and follow written or verbal instructions • Sets high standards of performance • Ability to work well in a team and xxxxxx good interpersonal relationship • Willing to support and assist other staff as required. • Respect the privacy of individuals when dealing with personal information KEY RESULT AREAS: Key Accountabilities: Example of successful delivery of duties and responsibilities Service Support • Provide high quality administrative support to the Consumer Experience Service Directorate ensuring efficient and effective consumer response to concerns and complaints raised. • Work closely with the Feedback Facilitator to ensure effective consumer feedback responses that adhere to national and internal timelines. • Undertake duties associated with the position, as required to maintain an efficient service, including up skilling as required/directed by the manager. • Demonstrate excellent customer service skills, by listening and interacting with stakeholders in a courteous, polite and responsive manner while adhering to relevant established protocols & policy Provide timely and accurate when judged over time; sought out confidential administrative support to enable the efficient functioning of customer feedback, including but not limited to: • Maintain effective electronic and paper filing systems and procedures relevant to consumer feedback. • Attention to detail and accuracy is demonstrated. • Demonstrate a willingness to adapt to changing needs of the service. • Consumer feedback is timely and well received by others consumers. Individual and Team Performance • Participate in and contribute to the functioning of the team. • Participate as a team member to ensure the best outcome for advice and solutionsthe organisation.

Competencies. The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review. Managing Vision & Purpose Communicates a compelling Customer Focus Is dedicated to meeting the expectations and inspired vision or sense requirements of core purposeinternal and external customers; talks beyond todaygets first hand customer information and uses it for improvements in products and services; talks about possibilitiesacts with customers in mind; is optimistic; creates mileposts establishes and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire maintains effective relationships with customers and motivate entire units or organizations. gains their trust and respect Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Managerial Courage Doesn't hold back anything that needs Drive For Results Can be counted on to be saidexceed goals successfully; provides current, direct, complete, Is constantly and "actionable" positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary. Informing Provides the information people need to know to do their jobs and to feel good about being a member consistently one of the teamtop performers; very bottom line oriented; steadfastly pushes self and others for results. Managing Diversity Manages all kinds and classes of people equitably; deals effectively with all races, unitnationalities, and/or the organizationcultures, disabilities, ages and both sexes; provides individuals information so that they can make accurate decisionshires variety and diversity without regard to class; is timely with informationsupports equal and fair treatment and opportunity for all. Management Competencies Planning Accurately scopes out length and difficulty of tasks task and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for risks, problems and roadblocks; measures performance against goals; , evaluates results. Decision Quality Makes good decisions (without considering how much time it takes) based upon a mixture Interpersonal Savvy Relates well to all kinds of analysispeople—up, wisdom, experiencedown, and judgmentsideways, inside and outside the organisation; most builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can defuse even high-tension situations comfortably. Motivating Others Creates a climate in which people want to do their best; can motivate many kinds of direct reports and team or project members; can assess each person's hot button and use it to get the best out of him/her; pushes tasks and decisions down; empowers others; invites input from each person and shares ownership and visibility; makes each individual feel his/her solutions work is important; is someone people like working for and suggestions turn out with. Organisational Agility Well prepared and organised for all tasks. Expects the same of their team. Within Southern DHB External to Southern DHB • Executive Director of Nursing and Midwifery • Hospital Redevelopment Project Team • Patients, Families and Xxxxxx • Community Members • Nurse Directors • Nurse Manager • Directorate Leadership Team • Clinical Nurse Coordinators • Nursing staff • Medical staff • Allied Health • Administration staff • Southern DHB wide staff • Duty Manager • Building and Property staff • Xxxxxx Love (Construction contractors) PERSON SPECIFICATION The expertise required for a person to be correct fully competent in the role. Position specific competencies: ESSENTIAL DESIRABLE Education and Qualifications (or equivalent level of learning) • Health Professional qualification • Holds a current practising certificate. Experience • Strong clinical skills and excellent understanding of the DHB’s general clinical models of care and systems. • Be familiar with system wide change management strategies. • Knowledge of hospital infrastructure, or experience working in the health sector • Demonstrated competence in performing and delivering under tight financial constraints and within strict timeframes Knowledge and Skills • Excellent group facilitation skills and history of a collaborative team approach. • Advanced communication techniques such as conflict resolution, diffusion and mediation skills. • Innovative and flexible with positive and problem solving approach in all situations. • Knowledge and experience of public sector project planning would be an advantage. • Knowledge and experience dealing with change management Personal Qualities • High level of interpersonal and communication skills • Manage own time adopting a disciplined approach to establishing and following identified role-related priorities • Demonstrated ability to successfully manage conflict and demands of the position • Demonstrated initiative and self-motivation • Perform other duties relevant to the position as required • Establishes and maintains effective working relationships KEY RESULT AREAS: Key Accountabilities: Example of successful delivery of duties and responsibilities To provide leadership and day to day management of the redevelopment project. • To develop strong working relationships with staff and stakeholders. Understand and capture the key needs of staff and external stakeholders. Ensure this is accurately recorded. • Gain staff and stakeholder input into planning for model of care changes while project impacting on current operational model of care. • To provide input into the project planning work from a clinical perspective. Supporting infrastructure requirements such as risk identification and management, clinical models of care and reporting mechanisms. As identified by staff and key stakeholders. • Develop strong consultation and engagement programmes with internal and external stakeholders. • Ensure accurate and timely reporting and reporting of information as required. • To develop and maintain professional relationships networking with internal and external contractors to maintain the smooth and efficient delivery of the project. • Takes responsibility for ensuring input and delivery of the clinical input into the project plan on a day-to-day basis ensuring all policies and procedures are adhered to. • Assist in organising, controlling and providing clinical leadership and accountability. • The patient experience is optimised and is at the centre of everything. Development and maintenance of tracking and reporting systems for the project • Contribute to the development, reporting and maintenance of project plans and other relevant documentation. • Identifies and communicates implementation issues/risks to B&P Project Manager or Programme Manager, Infrastructure and Hospital Rebuild • Assists project owners in the timely achievement of milestones. • Effective reporting systems using the appropriate framework are developed and maintained. • Risks are identified and managed effectively. • The achievement of objectives is accurately reported. • Key milestones are achieved. Works with the Project Team to identify, develop and lead activities that assist in achieving project objectives • Identifies opportunities for improvement in systems and processes to support the project and follows through on recommendations as appropriate. • Fosters a culture that looks to innovative ways to achieve project objectives. • Encourages a results-oriented and output focused work ethic. • Identifies, develops, leads and monitors project activities with a view to achieving improved patient outcomes, efficient use of resources and the effective management of equipment. • Ensure that work is neither overlooked nor duplicated by related projects. • Systems improvement is achieved. • Improved patient outcomes are delivered. • Innovative culture is encouraged Utilising clinical knowledge when judged over time; sought out supporting the Redevelopment and its impact on operational activities • Acknowledges own limitations of knowledge in complex situations and utilises appropriate resource people when necessary. • Coordinates the skill mix, work force planning and practice requirements • Identifies clinical risk issues and ways of mitigate those risks. • Continues to maintain clinical knowledge and skills through self-learning, and understanding of wider clinical systems and processes that are critical to the effective functioning of a hospital. • Promotes contemporaneous clinical models of care. • Sharing knowledge with others • Maintains professional development. • Clinical risks are mitigated. • Integrate existing programmes and agreed platforms for care delivery models • Participate in workforce and development planning for the clinical and non-clinical workforces • Promotes a collaborative model of care, teamwork, and incorporates this into project planning. Quality and Risk • Work collaboratively with Occupational Health, Quality and Risk and Infection Prevention and Control to maintain organisational standards • Demonstrate an understanding of risk, identifying emerging risks and ensuring risk mitigation action plans are developed and followed through • Meets as agreed with Service Manager to monitor quality/risk • Deliver on agreed quality projects alongside Service Manager Managing Relationships in such a way as to promote the desired image and positively support the project outcomes. • Xxxxxx an environment where the people within our organisation work actively together to promote an optimum patient experience. • Develop effective internal relationships. • Manages a large workload effectively to ensure deadlines are met. • Confident and professional in the role. • Is highly performing Self-Management • Develops logical and complete plans to resolve issues. • Manages own time adopting a disciplined approach to establishing and following priorities of work. • Exhibits self-confidence. • Is able to self-reflect on performance, accepts and utilises feedback and engages in appraisal. • Manages a large workload effectively to ensure deadlines are met. • Confident and professional in the role. • Is highly performing Living Southern DHB Values • Proactively demonstrating Southern DHB values in all aspects of the role. • Demonstrates behaviours that we want to see from each other, at our best. • Contributes positively to a culture of appreciation, a learning culture, where people feel safe to speak up. • Contributes positively to team and other initiatives that seek to improve patient and whanau experiences and/or staffs experience of working. Other Duties • Undertaking duties from time to time that may be in addition to those outlined above but which fall within your capabilities and experience. • You respond positively to requests for assistance in own and other areas, demonstrating adaptability and willingness. • You produce work that complies with SDHB processes and reflects best practice. • Research undertaken is robust and well considered. Professional Development – self • Identifying areas for personal and professional development. • Training and development goals are identified/agreed with your manager. • Performance objectives reviewed annually with your manager. • You actively seek feedback and accept constructive criticism. Health, Safety and Wellbeing • Taking all practicable steps to ensure personal safety and the safety of others while at work, in accordance with the Southern DHB’s Health, Safety and Wellbeing policies, procedures and systems. • You understand and consistently meet your obligations under Southern DHB’s Health and Safety policy/procedures. • You actively encourage and challenge your peers to work in a safe manner. • Effort is made to strive for best practice in Health and Safety at all times. Treaty of Waitangi The principles of Te Tiriti o Waitangi, as articulated by others the courts and the Waitangi Tribunal will guide the Southern DHB response to Māori health improvement and equity. These contemporary principles include: • Tino rangatiratanga: Providing for advice Māori self- determination and solutions.mana motuhake in the design, • You will be able to demonstrate an understanding of Te Tiriti o Waitangi, Māori Indigenous rights and current issues in relation to health and health equity i.e.: Whakamaua: Māori Health Action Plan 2020-2025. • You will contribute to responding to the DHBs Te Tiriti o Waitangi commitment to deliver effective and delivery and monitoring of health and disability services. • Equity: Being committed to achieving equitable health outcomes for Māori. • Active protection: Acting to the fullest extent practicable to achieve equitable health outcomes for Māori. This includes ensuring that the Crown, its agents and its Treaty partner under Te Tiriti are well informed on the extent, and nature, of both Māori health outcomes and efforts to achieve Māori health equity. • Options: Providing for and properly resourcing kaupapa Māori health and disability services. Furthermore, the Crown is obliged to ensure that all health and disability services are provided in a culturally appropriate way that recognises and supports the expression of hauora Māori models of care. • Partnership: Working in partnership with Māori in the governance, design, delivery and monitoring of health and disability services – Māori must be co-designers, with the Crown, of the primary health system for Māori. equitable healthcare with Māori patients and their whānau. • You will have the ability to incorporate Māori models of health, patient and whānau-centred models of care, and mātauranga Māori. • You will have insights into your own cultural awareness and an understanding of how your social-cultural influences inform biases that impact on your interactions with patients, whānau, and colleagues. • Recognising that there is an inherent power imbalance in-patient relationship and ensuring that this is not exacerbated by overlaying your own cultural values and practices on patients. Note: the above example measures are provided as a guide only. The precise performance measures for this position will require further discussion between the job holder and manager. For Job Evaluation Purposes:(As per the current Southern DHB Delegation of Authority Policy) Number of direct reports: Nil : Southern DHB Delegation of authority (level 1 – 5) : N/A Staff Authority Authority to engage, promote, discipline and dismiss staff No authority: No Authority to engage, promote, discipline/dismiss direct reports with consultation of manager: NO Ultimate authority, engage, promote, discipline and dismiss staff at any level below his/her own: NO Contractual Authority Authority to enter into agreements or contracts on behalf of the Southern DHB • Limited: NO • Long term $1.5 to $3 million NO • Long term in excess $3 to $7.5 million NO Work Complexity Most challenging duties typically undertaken or most complex problems solved : Example: the end result -policy framework are defined but independent thought is necessary to co-ordinate conflicting demand and to optimise efficiency, or while end result defined means of achieving end result is unspecified • Co-ordinating conflicting demands of time and capacity of contractors and clinical staff • Managing expectations of clinical staff by taking a strategic view of planning process and interpreting it back to staff • Interpreting the technical aspects of planning for clinical staff Freedom To Act Guidelines available to assist job holder to make decisions e.g. policy documents, standard procedures. This factor assesses the extent to which the role is supervised and/or monitored as well as the amount of guidance available Example: determines own strategies, little guidance – minimal guidance, large degree of independence – close supervision • Works independently to manage deadlines determining own strategies • Holds conversations with clinical staff, discussing models of care for the ICU redevelopment determining own strategies • Completes reports with minimal guidance • Minimal formal guidelines available regarding strategies to project management role, but full access to guidelines and policies for SDHB on MIDAS Financial Responsibilities • Controls a budget N • Maximum that may be spent without reference to manager N/A_________________________ • Jobholder can spend unbudgeted capital N. Amount_____________ _ _ • Jobholder is responsible for committing the organisation to long-term contracts N • Jobholder signs correspondence for Company N From time to time it may be necessary to consider changes to the position description in response to the changing nature of our work environment – including technological requirements or statutory changes. This Position Description may be reviewed as part of the preparation for your annual performance and development review. Acknowledged / Accepted: ........................................................................................................................... .............................................................................

Competencies. The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review. Managing Vision & Purpose Communicates a compelling Customer Focus Is dedicated to meeting the expectations and inspired vision or sense requirements of core purposeinternal and external customers; talks beyond todaygets firsthand customer information and uses it for improvements in products and services; talks about possibilitiesacts with customers in mind; is optimistic; creates mileposts establishes and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire maintains effective relationships with customers and motivate entire units or organizationsgains their trust and respect. Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Managerial Courage Doesn't hold back anything that needs Drive for Results Can be counted on to be saidexceed goals successfully; provides currentIs constantly and consistently one of the top performers; very bottom line oriented; steadfastly pushes self and others for results. Interpersonal Savvy • Relates well to all kinds of people—up, direct, completedown, and "actionable" positive sideways, inside and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary. Informing Provides the information people need to know to do their jobs and to feel good about being a member of the team, unit, and/or outside the organization; provides individuals information so that they builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can make accurate decisionsdefuse even high- tension situations comfortably. Process Management • Good at figuring out the process necessary to get things done; is timely with informationknows how to organise people and activities; understands how to separate and combine tasks into efficient workflow; knows what to measure and how to measure it; can see opportunities for synergy and integration where others can’t; can simplify complex processes; gets more out of fewer resources. Planning • Accurately scopes out length and difficulty of tasks task and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; , evaluates results. Decision Quality Makes good decisions (without considering how much time it takes) based upon a mixture of analysis, wisdom, experience, and judgment; most of his/her solutions and suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutions.

Competencies. The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review. Managing Vision & Purpose Communicates a compelling Customer Focus Is dedicated to meeting the expectations and inspired vision or sense requirements of core purposeinternal and external customers; talks beyond todaygets first-hand customer information and uses it for improvements in products and services; talks about possibilitiesacts with customers in mind; is optimistic; creates mileposts establishes and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire maintains effective relationships with customers and motivate entire units or organizationsgains their trust and respect. Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Managerial Courage Doesn't hold back anything that Drive For Results Can be counted on to exceed goals successfully; Is constantly and consistently one of the top performers; very bottom line oriented; steadfastly pushes self and others for results. Role Specific Competencies Word processing Is able to create spreadsheets, use a Dictaphone for typing RMO and SMO assessments, letters and data entry requirements for staff. Office equipment Is able to use tools to prepare reports and maintain and manage an appropriate filing system and patient’s comprehensive files. Maintains staff leave requests, sick leave inputting into the one staff and T&A system. Is able to use and maintain office equipment. Reception Is able to multitask by fielding phone calls, receiving and directing youth, families and other visitors. Interpersonal Is able to use positive communication when interacting and listening to all members of staff. Can problem solve administration issues and implement quality initiatives for staff, being dependable and a team player always. Can anticipate administration needs in the department, Within Southern External to Southern • All clinical staff, the part time administrator in the department- YSS, Youth Forensic • Youth consumers and their Families • Child and Family Mental Health service staff across the Southern district • All community agencies- NGO’s working with youth • YSS Unit Manager and managers at all levels of the organisation • Education Services & Schools • All MHAID administration staff and clinical staff • Ministry of Social Development-Oranga Tamariki • All Southern Staff • Ministry of Justice- Community Probation, Courts • Secretary of CAFMHS Otago and its’ team • Police PERSON SPECIFICATION The expertise required for a person to be said; provides currentfully competent in the role. Position specific competencies: ESSENTIAL DESIRABLE Education and Qualifications (or equivalent level of learning) • Level 2 NCEA or equivalent • 2 years clerical administration experience gained within the sector • Working towards an office management or equivalent qualification Experience • Desk top publishing • Document management • Typing from dictation • Microsoft Office programmes • Maintaining office records • Spreadsheets • Knowledge of the organisations systems and processes Knowledge and Skills • Adept in technology • Maintain office equipment • Communication skill both verbal and written • Interpersonal skill • Attention to detail • Organisational skill • Plan and schedule requests for staff • Can develop new office procedural systems • Problem solving skill • Flexibility to work demand • Maintains focus • Anticipates need • Resourceful • Time management skill Personal Qualities • Values Youth and family and puts them at ease • Self-motivated • Nurtures all relationships in a professional manner • Xxxxxxx strong interpersonal relationships with all staff • Can prioritise work demand • Acts with discretion, directsensitivity and integrity always • Dependable showing a high level of personal judgement KEY RESULT AREAS: Key Accountabilities: Example of successful delivery of duties and responsibilities Administration Service support Provide administration support to Youth Specialty Service and Youth Forensics to meet the requirements of the service. • Maintain electronic and paper filing systems and procedures • Collate information and input into the relevant Data systems • Dictaphone typing for SMO and RMO • Typing as requested by staff-meetings, completetriage, other • Files are up to date- Referrals ,clients information readily accessible, Discharge data accurate each month • All data up to date and accurate for ministry requirements and Manager reports • Requests are prompt and handled efficiently • Typing completed promptly • Timely ordering of office supplies. System set up to ensure regular ordering is in place • Maintain office equipment- Fax, photocopier • Maintain office records and ensure security of information • Document management and support for staff in specific roles • Setting up of new systems and spreadsheets • Uploading, monitoring, correcting HCS errors • Referrals processed and discharges completed promptly for triage and to support the choice and partnership model • Typing information sent to staff in a timely manner for internal services and external agencies • Accurate high quality typing completed • Office supplies are always available for staff • Office equipment is functioning. No delays in transferring or receiving information from services • Client information is safe and secure at all times • Staff can complete set work efficiently and effectively with robust systems in place • Information can be reviewed quickly. Staff have access to information relevant to improving systems and reviewing patient flow • Data integrity robust • External and internal services have prompt access to clinical information Oracle Staff have all necessary requested supplies, without delay • Psychology tests ordered regularly. System in place to ensure no waiting for testing supplies • Medical equipment ordered • Standard Stationery ordering in place. Regularly Checked • Staff room and cleaning supplies available • Rural team requirements as necessary upon request of the unit manager • Ordering transport and arranging accommodation for medical staff, others working out of the district • Setting up Court ordering and costings • Booking central Otago bookings of rooms as requested • Timely ordering and system for restricted Script pads from the Ministry of Health • Ordering consumer packs supplies • All staff have suitable equipment and supplies available at all times to continue their roles and responsibilities. Reception Reception Duties undertaken to meet the needs of youth, family and staff • Answer all phone calls • Follow the procedure in place for managing phone calls into the service • Redirect enquires, take relevant information as needed. All clinical issues are directed to the clinician of the day to manage or the case manager • Clear messages on the answer machine. Advise relevant staff of related messages • Contact Youth and or Family when clinicians are unwell to cancel or reschedule appointments • Assist the young person with the demographic information if requested • Welcome youth and family who arrive for appointments • Maintain clear communication so staff can carry out all the duties of their position • Communication across the team is managed and passed on in a timely, respectful manner • Urgent information is dealt with as a priority • Staff communication in reception is at a high standard for all staff, services and external agencies • Youth and Family feel welcomed and know their privacy is well managed • Youth and family feel comfortable and at ease • All staff feel safe in the workplace • Documentation in any form is processed promptly • Consistent high percentage from Maritime real time data • Be familiar with the YSS administrators safety protocol and implement as needed • Display a calm confident manner at all times • Support clients with the Maritime real time I-pad inputting if requested • Internal and external mail flow daily Youth Forensic The service has administration support to meet service delivery needs across the district • Administration support is delivered to the same standard as the YSS team • Provide assistance to the staff for court reports if requested • Have a working relationship with Invercargill services • Liaise with court administrators and request information as necessary • Assist with completion of 333 reports and billing requirements as necessary • The Service has the same standard of administration support as YSS in all areas • Staff are supported in Youth Forensic administration duties Team support All staff are able to complete set tasks within their roles and responsibilities • Actively support and monitor previous and new systems to enable staff to be effective in their day to day work • Provide relief cover to the CAFMHS team if requested by the unit manager • Maintain a current desk file • Consider any relevant courses you would like to attend and discuss with the unit manager • Support and manage jointly with the part time administrator work flow demand. Ensure identified tasks for both positions is jointly agreed with a smooth operation of the department’s administration processes. Communicate effectively to ensure tasks are completed within reasonable time frames • Assist in the orientation of new staff • Follow up on agenda times relating to administration • Maintenance requests via Biems for the building are completed in a timely manner • Liaise with the landlord as requested by the manager • Retain the key spreadsheet taking responsibility to ensure they are handed in when staff leave • Monitor the area at the end of your duty. Ensure areas are locked before leaving • Fire Warden duties if necessary • Maintain a safe secure filing room • Xxxxx cash claims and balance of this is documented • Assist with audits, processing of referrals, appointments actualising initial appointments if requested • Maintain the first aid kit for the service • The team is working together to get the job done • Commitment in the team • Ongoing effective working relationships • Recognise that everyone is given consideration and respectful care without prejudice • Arrange necessary transport for staff upon request • Rosters for the team are in place- as for example- Morning tea roster, Administration meeting timetable, Quality meeting, xxxx leaves spreadsheet, booking room roster, Managers personnel files if requested • Any other task requested by the unit manager Data entry All relevant data entry has integrity and is promptly inputted into systems • Complete One staff entry’s in advance • The Time and attendance system is up to date on a daily basis. leave recorded • Retain the filing cabinet for staff • Keep the U Drive up to date • Record reviews and other relevant data • Assist staff with audits if requested • Assist staff with the reporting tab on IPM for transition plan completed at 3 months , yearly and upon discharge • Complete the invoicing process that requires generation for payment • Assist staff with HonoSca processes if requested • Support any other IPM data entry if requested by the unit manager • Accurate high Quality information is recorded • Data information is accurate to meet requirements in KPI Other Duties Undertaking duties from time to time that may be in addition to those outlined above but which fall within your capabilities and experience. Act as a role model for Te Whatu Ora – Health New Zealand, Southern’s Organisational Values. • You respond positively to requests for assistance in own and other areas, demonstrating adaptability and willingness. • You produce work that complies with the organisations processes and reflects best practice. • Research undertaken is robust and well considered. • Live and support the organisations values in everything you do. Professional Development – self Identifying areas for personal and professional development. • Training and development goals are identified/agreed with your manager. • Performance objectives reviewed annually with your manager. • You actively seek feedback and accept constructive criticism. Health, Safety and Wellbeing Taking all practicable steps to ensure personal safety and the safety of others while at work, in accordance with Te Whatu Ora, Southern Health, Safety and Wellbeing policies, procedures and systems. • You understand and consistently meet your obligations under the organisations Health and Safety policy/procedures. • You actively encourage and challenge your peers to work in a safe manner. • Effort is made to strive for best practice in Health and Safety at all times. The principles of Te Tiriti o Waitangi, as articulated by the courts and the Waitangi Tribunal will guide Te Whatu Ora, Southern response to Māori health improvement and equity. These contemporary principles include: • Tino rangatiratanga: Providing for Māori self- determination and mana motuhake in the design, delivery and monitoring of health and disability services. • Equity: Being committed to achieving equitable health outcomes for Māori. • Active protection: Acting to the fullest extent practicable to achieve equitable health outcomes for Māori. This includes ensuring that the Crown, its agents and its Treaty partner under Te Tiriti are well informed on the extent, and "actionable" positive nature, of both Māori health outcomes and corrective feedback efforts to others; lets people know where they stand; faces up achieve Māori health equity. • Options: Providing for and properly resourcing kaupapa Māori health and disability services. Furthermore, the Crown is obliged to people problems ensure that all health and disability services are provided in a culturally appropriate way that recognises and supports the expression of hauora Māori models of care. • Partnership: Working in partnership with Māori in the governance, design, delivery and monitoring of health and disability services – Māori must be co-designers, with the Crown, of the primary health system for Māori. • You will be able to demonstrate an understanding of Te Tiriti o Waitangi, Māori Indigenous rights and current issues in relation to health and health equity ie: Whakamaua: Māori Health Action Plan 2020-2025. • You will contribute to responding to the organisations Te Tiriti o Waitangi commitment to deliver effective and equitable healthcare with Māori patients and their whānau. • You will have the ability to incorporate Māori models of health, patient and whānau-centred models of care, and mātauranga Māori. • You will have insights into your own cultural awareness and an understanding of how your social-cultural influences inform biases that impact on any person or situation (not including direct reports) quickly your interactions with patients, whānau, and directly; colleagues. • Recognising that there is an inherent power imbalance in-patient relationship and ensuring that this is not afraid exacerbated by overlaying your own cultural values and practices on patients. • Note: the above example measures are provided as a guide only. The precise performance measures for this position will require further discussion between the job holder and manager. From time to take negative action when necessarytime it may be necessary to consider changes to the position description in response to the changing nature of our work environment – including technological requirements or statutory changes. Informing Provides the information people need to know to do their jobs and to feel good about being a member This position description may be reviewed as part of the team, unit, and/or the organization; provides individuals information so that they can make accurate decisions; is timely with informationpreparation for your annual performance and development review. Planning Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; evaluates results. Decision Quality Makes good decisions (without considering how much time it takes) based upon a mixture of analysis, wisdom, experience, and judgment; most of his/her solutions and suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutions.Acknowledged / Accepted: .................................................................................................................... ........................................................................ Employee Date .................................................................................................................... ........................................................................

Competencies. The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review. Managing Vision & Purpose Communicates a compelling Customer Focus Is dedicated to meeting the expectations and inspired vision or sense requirements of core purposeinternal and external customers; talks beyond todaygets first hand customer information and uses it for improvements in products and services; talks about possibilitiesacts with customers in mind; is optimistic; creates mileposts establishes and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire maintains effective relationships with customers and motivate entire units or organizations. gains their trust and respect Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Managerial Courage Doesn't hold back anything that needs Drive For Results Can be counted on to exceed goals successfully; Is constantly and consistently high performers; very bottom line oriented; steadfastly pushes self and others for results. Role Specific Competencies Managing diversity Manages all people equitably; works effectively with all races, nationalities, cultures, disabilities irrespective of age and gender; supports equal and fair treatment and opportunity for all Priority Setting Spends own work time and the time of others on what is important; can quickly sense what will help or hinder when seeking to accomplish goals; eliminates roadblocks; creates focus Problem Solving Uses logic and established processes to solve difficult problems and achieve effective solutions; can see hidden problems; Is excellent at honest analysis; looks beyond the obvious ; doesn’t stop at the first answers Within Southern DHB External to Southern DHB • AHS&T Professional Leaders (PLs) • Clients, patients, families, whanau and caregivers • Multi-disciplinary colleagues • Services from the community, funding bodies, student or intern clinical liaison staff • Operational manager • Primary care - GPs, other medical staff • AHST Professional Development Facilitator • Relevant professional organisations • Administration staff • Other service providers PERSON SPECIFICATION The expertise required for a person to be said; provides currentfully competent in the role. Position specific competencies: ESSENTIAL DESIRABLE Education and Qualifications (or equivalent level of learning) • Registered occupational therapist with a current practising certificate. • Membership of Occupational Therapy New Zealand - Whakaora Ngangahau Aotearoa Experience • Have an up to date knowledge of a variety of clinical areas with some mental health experience • at least two years clinical experience, directpreferably in the Mental Health field. • Post Graduate Allied Health Certificate in Mental health Knowledge and Skills • Be computer literate with a broad range of computer skills, completeincluding use of Microsoft programmes, e.g. word, excel, power point • Hold a full NZ drivers licence • Demonstrate a readiness to consult with colleagues and be able to recognise limits of own competence and experience • Be evidence/best practice focused in service delivery • Training in assessment skills – AMPS & Functional Assessments Personal Qualities • A high level if interpersonal and communication skills • Able to work in a supportive and honest manner • Able to motivate self and others • Able to accept responsibility for own actions • Commitment to ongoing professional development Role specific requirements Role Description: • Facilitate an evidence based/best practice occupational therapy process for clients, including assessment (standardised/non standardised) and service user centred intervention/ goal planning. • Ability to easily establish networks with patients, whanau, community organisations and stakeholders • Up to date knowledge in appropriate clinical areas and experience in providing occupational therapy interventions, including 1:1 and group work (as appropriate). • Be able to work actively and co-operatively in a multi-disciplinary clinical team and liaise appropriately with relevant healthcare professionals and others involved with the client, as well as service managers and organisations. • Prescribe adaptive equipment or recommend environmental adaptations within the parameters of relevant funding sources for clients Clinical Expertise and Knowledge: • Must have a full clean NZ current driver’s licence • Perform other duties relevant to the position as required. • Be computer literate with a broad range of computer skills. • Commitment to the development of bi-cultural processes in your work. • Be able to work autonomously as well as within a multidisciplinary team. • Be self-motivated, innovative and empathetic with patients and their families/whanau. • Exhibit excellent interpersonal and communication skills (verbal and written) • Maintain rapport with peers and staff within the Southern District Health Board that you have professional relationships with. • Possess the ability to problem solve and demonstrate initiative. • Have the ability to motivate others. Key Accountabilities: Example of successful delivery of duties and responsibilities Clinical Practice Legislative requirements • Practise in accordance with relevant legislation, codes, policies etc. and upholds consumer rights • Uphold professional code of ethics • You adhere to professional and legislative standards of practice • You work according to the scope of your Annual Practising Certificate Assessments and interventions • Undertake accurate and comprehensive assessments and evaluations • Plan and implement appropriate interventions • Provide relevant education - including any relevant alternative options - in a format that can be clearly understood • Collaborate with patients to set realistic, patient- centred outcomes • Be proficient in Occupational Therapy assessment techniques • Have a working knowledge of Occupational Therapy intervention techniques, including patient centred goal planning • Your interventions are realistic and based on best practice • You use standard measurement tools and equipment as set down by departmental or professional protocols Documentation • Maintain confidentiality of patient information and documentation • Adhere to SDHB’s documentation standards • Your documentation is timely, clear, concise and accurate Culturally Sensitive Practice • Practices in a culturally safe manner • You assist patients to gain appropriate support and representation which reflects their cultural needs and preferences. • Ability to recognise and address cultural differences with sensitivity and a willingness to participate in ongoing activities directed at improving one’s knowledge in the area of Maori and other cultures. Professional Responsibilities Working in a collegial manner • Contribute to the support and education of colleagues and students to enhance development of the profession • Participate in and contribute to the functioning of the team • Establish and maintain an effective working relationship with other staff • Be able to work actively and co-operatively in a multi- disciplinary clinical team, liaising appropriately with relevant health care professionals including Service Managers and others involved with the client, family whanau, organisations and agencies • You have formal and informal systems in place for supporting colleagues • You maintain supervision records for students • You participate as a team member to ensure the best outcomes for patients/ people Evidence-based practice and research • You implement evidence-based best practice procedures and guidelines • Consistently refer to and relate practice to literature and research • Critique, discuss and disseminate evidence based best practice • Reflect on and evaluate the effectiveness of own practice • You up dates your knowledge related to best practice guidelines and area of practice • You maintain a professional portfolio or participate in an approved CPD programme (as per professional requirements) Time management • Manage own time adopting a disciplined approach to establishing and following identified role-related priorities • Assist Junior and other staff with appropriate time management and work load management. • Your tasks are scheduled and completed in a timely manner Professional development • Develop and maintain professional competency • Appraisal, peer review, observed practice or other professional audits as applicable • Develop both personally and professionally to meet the changing needs of your career and profession • Have a demonstrated commitment to supervisory processes and audit. • You hold current registration where applicable or as required • You maintain an up-to-date professional development plan Other Duties Undertaking duties from time to time that may be in addition to those outlined above but which fall within your capabilities and experience. Act as a role model for the Southern DHB Organisational Values. • You respond positively to requests for assistance in own and other areas, demonstrating adaptability and willingness. • You produce work that complies with SDHB processes and reflects best practice. • Research undertaken is robust and well considered. • Live and support the DHB values in everything you do. Professional Development – self Identifying areas for personal and professional development. • Training and development goals are identified/agreed with your manager. • Performance objectives reviewed annually with your manager. • You actively seek feedback and accept constructive criticism. Health, Safety and Wellbeing Taking all practicable steps to ensure personal safety and the safety of others while at work, in accordance with the Southern DHB’s Health, Safety and Wellbeing policies, procedures and systems. • You understand and consistently meet your obligations under Southern DHB’s Health and Safety policy/procedures. • You actively encourage and challenge your peers to work in a safe manner. • Effort is made to strive for best practice in Health and Safety at all times. Treaty of Waitangi The principles of Te Tiriti o Waitangi, as articulated by the courts and the Waitangi Tribunal will guide the Southern DHB response to Māori health improvement and equity. These contemporary principles include: • You will be able to demonstrate an understanding of Te Tiriti o Waitangi, Māori Indigenous rights and current issues in relation to health and health equity ie: Whakamaua: Māori Health Action Plan 2020-2025. • Tino rangatiratanga: Providing for Māori self- determination and mana motuhake in the design, delivery and monitoring of health and disability services. • Equity: Being committed to achieving equitable health outcomes for Māori. • Active protection: Acting to the fullest extent practicable to achieve equitable health outcomes for Māori. This includes ensuring that the Crown, its agents and its Treaty partner under Te Tiriti are well informed on the extent, and "actionable" positive nature, of both Māori health outcomes and corrective feedback efforts to others; lets people know where they stand; faces up achieve Māori health equity. • Options: Providing for and properly resourcing kaupapa Māori health and disability services. Furthermore, the Crown is obliged to people problems ensure that all health and disability services are provided in a culturally appropriate way that recognises and supports the expression of hauora Māori models of care. • Partnership: Working in partnership with Māori in the governance, design, delivery and monitoring of health and disability services – Māori must be co-designers, with the Crown, of the primary health system for Māori. • You will contribute to responding to the DHBs Te Tiriti o Waitangi commitment to deliver effective and equitable healthcare with Māori patients and their whānau. • You will have the ability to incorporate Māori models of health, patient and whānau-centred models of care, and mātauranga Māori. • You will have insights into your own cultural awareness and an understanding of how your social-cultural influences inform biases that impact on any person or situation (not including direct reports) quickly your interactions with patients, whānau, and directly; colleagues. • Recognising that there is an inherent power imbalance in-patient relationship and ensuring that this is not afraid to take negative action when necessaryexacerbated by overlaying your own cultural values and practices on patients. Informing Provides Note: the information people need to know to do their jobs above example measures are provided as a guide only. The precise performance measures for this position will require further discussion between the job holder and to feel good about being a member of the team, unit, and/or the organization; provides individuals information so that they can make accurate decisions; is timely with information. Planning Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; evaluates results. Decision Quality Makes good decisions (without considering how much time it takes) based upon a mixture of analysis, wisdom, experience, and judgment; most of his/her solutions and suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutionsmanager.

Competencies. The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review. Managing Vision & Purpose Communicates a compelling Customer Focus Is dedicated to meeting the expectations and inspired vision or sense requirements of core purposeinternal and external customers; talks beyond todaygets first hand customer information and uses it for improvements in products and services; talks about possibilitiesacts with customers in mind; is optimistic; creates mileposts establishes and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire maintains effective relationships with customers and motivate entire units or organizations. gains their trust and respect Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Managerial Courage DoesDrive For Results Can be counted on to exceed goals successfully; Is constantly and consistently one of the top performers; very bottom line oriented; steadfastly pushes self and others for results. Problem Solving Uses rigorous logic and methods to solve difficult problems with effective solutions; probes all fruitful sources for answers; can see hidden problems; is excellent at honest analysis; looks beyond the obvious and doesn't hold back anything that needs stop at the first answers. Organisational Agility Knowledgeable about how organizations work; knows how to be saidget things done both through formal channels and the informal network; provides currentunderstands the origin and reasoning behind key policies, direct, completepractices, and "actionable" positive and corrective feedback to othersprocedures; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary. Informing Provides understands the information people need to know to do their jobs and to feel good about being a member cultures of the team, unit, and/or the organization; provides individuals information so that they can make accurate decisions; is timely with informationorganizations. Planning Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; evaluates results. Decision Interpersonal Savvy Relates well to all kinds of people, up, down, and sideways, inside and outside the organisation; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably. Within Southern DHB External to Southern DHB  All Southern DHB staff  Patients and whānau  Clinical Governance & Quality Makes Improvement Solutions Directorate staff.  Stakeholders  Nurse Managers / Service Managers /Midwife Managers/Unit Managers  Health Quality & Safety Commission  Professional and Clinical Leads  Other DHB’s  Information Systems and Reporting Teams PERSON SPECIFICATION The expertise required for a person to be fully competent in the role. Position specific competencies: ESSENTIAL DESIRABLE Education and Qualifications (or equivalent level of learning)  Registered Health Professional with a Current Annual Practising Certificate.  Bachelor Degree  Working towards or completed post-graduate qualification in quality, safety or other relevant fields. Experience  Minimum three years’ experience in clinical care delivery systems.  Experience in effective co- ordination and role modelling of others.  Success in collecting insights and measurement for improvement.  Working knowledge of Adverse Event Reporting and review methods.  Relevant experience in and knowledge of patient safety systems including improvement and clinical risk management relevant to the health sector.  Educating others in best practice.  Excellent communication skills: written and presentation.  Experience in Adverse Events review.  Experience and skills in Quality Improvement data analysis and information management. Knowledge and Skills  Intermediate to advanced user in Microsoft office suite  High level of data presentation skills. Personal Qualities  Ability to influence behavioural change and service improvement.  Commitment to risk management and reduction.  Commitment and personal accountability.  Excellent interpersonal skills, including ability to work in partnership effectively with people at all levels of the organisation.  Acts with discretion, sensitivity and integrity at all times.  Is adaptable and flexible – open to change (positive or negative).  Maintains an exceptionally high level of confidentiality. KEY RESULT AREAS: Key Accountabilities: Example of successful delivery of duties and responsibilities Utilise Clinical Risk Management Systems Utilise Southern DHB clinical risk management systems specifically Safety1st integrated risk management system to support patient safety activities.  Utilise Clinical Analysts within the Health Intelligence team to support patient safety activities  Analyse and present information extracted from Safety1st to inform Patient Safety Improvement prioritisation and project.  Undertake and/or guide specific Patient Safety improvement initiatives.  Uses learning from adverse events as an opportunity for staff development.  Collaborates with senior nursing/midwifery staff and multidisciplinary teams and supports changes to practice when indicated.  Encourages a culture of continuous learning and improvement  Input into Patient Safety Campaigns.  Support staff knowledge acquisition in the use of Safety1st and the use of the information in patient safety improvement Promote Incident Management Framework Promote the incident management framework across the organisation, and identifies system improvement opportunities to support continuous improvement in patient safety  Act as a resource for all staff in the application of incident management processes and guidelines.  In collaboration with the directorates and relevant services support and facilitate the identification, classification, and implementation of the identified recommendations that result from the review of incidents.  Identify opportunities for, and participate in, clinical audit as needed  Staff have a good decisions (without considering how much level of knowledge in entering incidents on Safety1st systems, SAC scoring and undertaking reviews utilising appropriate methods.  The learning from these incidents are proactively taken, measureable and shared across relevant teams and the organisation for continuous improvement. Shows effective leadership with a patient safety improvement focus As part of the wider patient safety team participate/ lead specific programs within the organisation on patient safety  Is responsible for the facilitation and/or delivery of regular relevant education and support sessions for different clinical staff which are based on patient safety priorities  Communicates and collaborates with Multidisciplinary Teams to identify education  Quality Improvement process used to determine practice development needs.  Able to determine and respond to needs of different groups within the workforce whilst delivering education needs and practice requirements related to Patient Safety/ Quality Framework/ Service Level Accountability Framework.  Contributes to system change to improve health outcomes through evidence-based practice e.g. Critically Unwell patient work stream, with facilitation of key improvements e.g. Goals of Care  Actively participating in key programs e.g. Critically Unwell patient, that then inform improvement initiatives Team Membership Actively contribute to and support the Quality and Patient Safety Team  Maintain a collaborative effective working relationship with the Patient Safety Team across the District.  Maintain awareness of the whole team’s work plan/activity.  Undertake and contribute to projects for Quality & Patient Safety team as required.  Support and actively participate in the activities and functions of the Quality and Patient Safety Team.  Work as a member of the wider Quality & Patient Safety team by actively supporting and contributing to the overall work plan as required.  District wide processes are maintained.  Attend and positively contribute to team forums.  Undertakes work &/or projects for the wider team as required. Other Duties Undertaking duties from time to time that may be in addition to those outlined above but which fall within your capabilities and experience.  You respond positively to requests for assistance in own and other areas, demonstrating adaptability and willingness.  You produce work that complies with SDHB processes and reflects best practice.  Research undertaken is robust and well considered. Professional Development – self Identifying areas for personal and professional development. Maintains own clinical competence and develops own portfolio demonstrating a commitment to self- development. Networks nationally and internationally and keeps up to date on trends and developments within role requirement.  Training and development goals are identified/agreed with your manager.  Performance objectives reviewed annual with your manager.  You actively seek feedback and accept constructive criticism. Health, Safety and Wellbeing Taking all practicable steps to ensure personal safety and the safety of others while at work, in accordance with the Southern DHB’s Health, Safety and Wellbeing policies, procedures and systems.  You understand and consistently meet your obligations under Southern DHB’s Health and Safety policy/procedures.  You actively encourage and challenge your peers to work in a safe manner.  Effort is made to strive for best practice in Health and Safety at all times. The principles of Te Tiriti, as articulated by the courts and the Waitangi Tribunal, underpin the Ministry’s commitment to Te Tiriti. Tino rangatiratanga, Equity, Active protection, Options and Partnership will guide your interaction with others on a day to day basis.  Tino rangatiratanga - Providing for Māori self- determination and mana motuhake in the design, delivery and monitoring of health and disability services.  Equity - Being committed to achieving equitable health outcomes for Māori.  Active protection - Acting to the fullest extent practicable to achieve equitable health outcomes for Māori. This includes ensuring that the Crown, its agents and its Treaty partner under Te Tiriti are well informed on the extent, and nature, of both Māori health outcomes and efforts to achieve Māori health equity.  Options - Providing for and properly resourcing kaupapa Māori health and disability services. Furthermore, the Crown is obliged to ensure that all health and disability services are provided in a culturally appropriate way that recognises and supports the expression of hauora Māori models of care.  Partnership - Working in partnership with Māori in the governance, design, delivery and monitoring of health and disability services – Māori must be co-designers, with the Crown, of the primary health system for Māori. From time to time it takes) based upon a mixture may be necessary to consider changes to the position description in response to the changing nature of analysis, wisdom, experience, our work environment – including technological requirements or statutory changes. This Position Description may be reviewed as part of the preparation for your annual performance and judgment; most of his/her solutions and suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutions.development review. Acknowledged / Accepted: .................................................................................................... .............................................................. Employee Date .................................................................................................... ..............................................................

Competencies. The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review. Managing Vision & Purpose Communicates a compelling Customer Focus Is dedicated to meeting the expectations and inspired vision or sense requirements of core purposeinternal and external customers; talks beyond todaygets first-hand customer information and uses it for improvements in products and services; talks about possibilitiesacts with customers in mind; is optimistic; creates mileposts establishes and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire maintains effective relationships with customers and motivate entire units or organizationsgains their trust and respect. Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Managerial Courage Doesn't hold back anything that Drive For Results Can be counted on to exceed goals successfully; Is constantly and consistently one of the top performers; very bottom line oriented; steadfastly pushes self and others for results. Role Specific Competencies Word processing Is able to create spreadsheets, use a Dictaphone for typing RMO and SMO assessments, letters and data entry requirements for staff. Office equipment Is able to use tools to prepare reports and maintain and manage an appropriate filing system and patient’s comprehensive files. Maintains staff leave requests, sick leave inputting into the one staff and T&A system. Is able to use and maintain office equipment. Reception Is able to multitask by fielding phone calls, receiving and directing youth, families and other visitors. Interpersonal Is able to use positive communication when interacting and listening to all members of staff. Can problem solve administration issues and implement quality initiatives for staff, being dependable and a team player always. Can anticipate administration needs in the department, Within Southern DHB External to Southern DHB • All clinical staff, the part time administrator in the department- YSS, Youth Forensic • Youth consumers and their Families • Child and Family Mental Health service staff across the Southern district • All community agencies- NGO’s working with youth • YSS Unit Manager and managers at all levels of SDHB • Education Services & Schools • All MHAID administration staff and clinical staff • Ministry of Social Development-Oranga Tamariki • All SDHB staff • Ministry of Justice- Community Probation, Courts • Secretary of CAFMHS Otago and its’ team • Police PERSON SPECIFICATION The expertise required for a person to be said; provides currentfully competent in the role. Position specific competencies: ESSENTIAL DESIRABLE Education and Qualifications (or equivalent level of learning) • Level 2 NCEA or equivalent • 2 years clerical administration experience gained within the sector • Working towards an office management or equivalent qualification Experience • Desk top publishing • Document management • Typing from dictation • Microsoft Office programmes • Maintaining office records • Spreadsheets • Knowledge of the organisations systems and processes Knowledge and Skills • Adept in technology • Maintain office equipment • Communication skill both verbal and written • Interpersonal skill • Attention to detail • Organisational skill • Plan and schedule requests for staff • Can develop new office procedural systems • Problem solving skill • Flexibility to work demand • Maintains focus • Anticipates need • Resourceful • Time management skill Personal Qualities • Values Youth and family and puts them at ease • Self-motivated • Nurtures all relationships in a professional manner • Xxxxxxx strong interpersonal relationships with all staff • Can prioritise work demand • Acts with discretion, directsensitivity and integrity always • Dependable showing a high level of personal judgement KEY RESULT AREAS: Key Accountabilities: Example of successful delivery of duties and responsibilities Administration Service support Provide administration support to Youth Specialty Service and Youth Forensics to meet the requirements of the service. • Maintain electronic and paper filing systems and procedures • Collate information and input into the relevant Data systems • Dictaphone typing for SMO and RMO • Typing as requested by staff-meetings, completetriage, other • Files are up to date- Referrals ,clients information readily accessible, Discharge data accurate each month • All data up to date and accurate for ministry requirements and Manager reports • Requests are prompt and handled efficiently • Typing completed promptly Authorised by: • Timely ordering of office supplies. System set up to ensure regular ordering is in place • Maintain office equipment- Fax, photocopier • Maintain office records and ensure security of information • Document management and support for staff in specific roles • Setting up of new systems and spreadsheets • Uploading, monitoring, correcting HCS errors • Referrals processed and discharges completed promptly for triage and to support the choice and partnership model • Typing information sent to staff in a timely manner for internal services and external agencies • Accurate high quality typing completed • Office supplies are always available for staff • Office equipment is functioning. No delays in transferring or receiving information from services • Client information is safe and secure at all times • Staff can complete set work efficiently and effectively with robust systems in place • Information can be reviewed quickly. Staff have access to information relevant to improving systems and reviewing patient flow • Data integrity robust • External and internal services have prompt access to clinical information Oracle Staff have all necessary requested supplies, without delay • Psychology tests ordered regularly. System in place to ensure no waiting for testing supplies • Medical equipment ordered • Standard Stationery ordering in place. Regularly Checked • Staff room and cleaning supplies available • Rural team requirements as necessary upon request of the unit manager • Ordering transport and arranging accommodation for medical staff, others working out of the district • Setting up Court ordering and costings • Booking central Otago bookings of rooms as requested • Timely ordering and system for restricted Script pads from the Ministry of Health • Ordering consumer packs supplies • All staff have suitable equipment and supplies available at all times to continue their roles and responsibilities. Reception Reception Duties undertaken to meet the needs of youth, family and staff • Answer all phone calls • Follow the procedure in place for managing phone calls into the service • Redirect enquires, take relevant information as needed. All clinical issues are directed to the clinician of the day to manage or the case manager • Clear messages on the answer machine. Advise relevant staff of related messages • Contact Youth and or Family when clinicians are unwell to cancel or reschedule appointments • Assist the young person with the demographic information if requested • Welcome youth and family who arrive for appointments • Maintain clear communication so staff can carry out all the duties of their position • Communication across the team is managed and passed on in a timely, respectful manner • Urgent information is dealt with as a priority • Staff communication in reception is at a high standard for all staff, all SDHB services and external agencies • Youth and Family feel welcomed and know their privacy is well managed • Youth and family feel comfortable and at ease • All staff feel safe in the workplace • Documentation in any form is processed promptly • Consistent high percentage from Maritime real time data • Be familiar with the YSS administrators safety protocol and implement as needed • Display a calm confident manner at all times • Support clients with the Maritime real time I-pad inputting if requested • Internal and external mail flow daily Youth Forensic The service has administration support to meet service delivery needs across the district • Administration support is delivered to the same standard as the YSS team • Provide assistance to the staff for court reports if requested • Have a working relationship with Invercargill services • Liaise with court administrators and request information as necessary • Assist with completion of 333 reports and billing requirements as necessary • The Service has the same standard of administration support as YSS in all areas • Staff are supported in Youth Forensic administration duties Team support All staff are able to complete set tasks within their roles and responsibilities • Actively support and monitor previous and new systems to enable staff to be effective in their day to day work • Provide relief cover to the CAFMHS team if requested by the unit manager • Maintain a current desk file • Consider any relevant courses you would like to attend and discuss with the unit manager • Support and manage jointly with the part time administrator work flow demand. Ensure identified tasks for both positions is jointly agreed with a smooth operation of the department’s administration processes. Communicate effectively to ensure tasks are completed within reasonable time frames • Assist in the orientation of new staff • Follow up on agenda times relating to administration • Maintenance requests via Biems for the building are completed in a timely manner • Liaise with the landlord as requested by the manager • Retain the key spreadsheet taking responsibility to ensure they are handed in when staff leave • Monitor the area at the end of your duty. Ensure areas are locked before leaving • Fire Warden duties if necessary • Maintain a safe secure filing room • Xxxxx cash claims and balance of this is documented • Assist with audits, processing of referrals, appointments actualising initial appointments if requested • Maintain the first aid kit for the service • The team is working together to get the job done • Commitment in the team • Ongoing effective working relationships • Recognise that everyone is given consideration and respectful care without prejudice • Arrange necessary transport for staff upon request • Rosters for the team are in place- as for example- Morning tea roster, Administration meeting timetable, Quality meeting, xxxx leaves spreadsheet, booking room roster, Managers personnel files if requested • Any other task requested by the unit manager Data entry All relevant data entry has integrity and is promptly inputted into systems • Complete One staff entry’s in advance • The Time and attendance system is up to date on a daily basis. leave recorded • Retain the filing cabinet for staff • Keep the U Drive up to date • Record reviews and other relevant data • Assist staff with audits if requested • Assist staff with the reporting tab on IPM for transition plan completed at 3 months , yearly and upon discharge • Complete the invoicing process that requires generation for payment • Assist staff with HonoSca processes if requested • Support any other IPM data entry if requested by the unit manager • Accurate high Quality information is recorded • Data information is accurate to meet requirements in KPI Other Duties Undertaking duties from time to time that may be in addition to those outlined above but which fall within your capabilities and experience. Act as a role model for the Southern DHB Organisational Values. • You respond positively to requests for assistance in own and other areas, demonstrating adaptability and willingness. • You produce work that complies with Southern DHB processes and reflects best practice. • Research undertaken is robust and well considered. • Live and support the DHB values in everything you do. Professional Development – self Identifying areas for personal and professional development. • Training and development goals are identified/agreed with your manager. • Performance objectives reviewed annually with your manager. • You actively seek feedback and accept constructive criticism. Health, Safety and Wellbeing Taking all practicable steps to ensure personal safety and the safety of others while at work, in accordance with the Southern DHB’s Health, Safety and Wellbeing policies, procedures and systems. • You understand and consistently meet your obligations under Southern DHB’s Health and Safety policy/procedures. • You actively encourage and challenge your peers to work in a safe manner. • Effort is made to strive for best practice in Health and Safety at all times. Treaty of Waitangi The principles of Te Tiriti o Waitangi, as articulated by the courts and the Waitangi Tribunal will guide the Southern • You will be able to demonstrate an understanding of Te Tiriti o Waitangi, Māori Indigenous rights and DHB response to Māori health improvement and equity. These contemporary principles include: • Tino rangatiratanga: Providing for Māori self- determination and mana motuhake in the design, delivery and monitoring of health and disability services. • Equity: Being committed to achieving equitable health outcomes for Māori. • Active protection: Acting to the fullest extent practicable to achieve equitable health outcomes for Māori. This includes ensuring that the Crown, its agents and its Treaty partner under Te Tiriti are well informed on the extent, and "actionable" positive nature, of both Māori health outcomes and corrective feedback efforts to others; lets people know where they stand; faces up achieve Māori health equity. • Options: Providing for and properly resourcing kaupapa Māori health and disability services. Furthermore, the Crown is obliged to people problems ensure that all health and disability services are provided in a culturally appropriate way that recognises and supports the expression of hauora Māori models of care. • Partnership: Working in partnership with Māori in the governance, design, delivery and monitoring of health and disability services – Māori must be co-designers, with the Crown, of the primary health system for Māori. current issues in relation to health and health equity ie: Whakamaua: Māori Health Action Plan 2020-2025. • You will contribute to responding to the DHBs Te Tiriti o Waitangi commitment to deliver effective and equitable healthcare with Māori patients and their whānau. • You will have the ability to incorporate Māori models of health, patient and whānau-centred models of care, and mātauranga Māori. • You will have insights into your own cultural awareness and an understanding of how your social-cultural influences inform biases that impact on any person or situation (not including direct reports) quickly your interactions with patients, whānau, and directly; colleagues. • Recognising that there is an inherent power imbalance in-patient relationship and ensuring that this is not afraid exacerbated by overlaying your own cultural values and practices on patients. • Note: the above example measures are provided as a guide only. The precise performance measures for this position will require further discussion between the job holder and manager. From time to take negative action when necessarytime it may be necessary to consider changes to the position description in response to the changing nature of our work environment – including technological requirements or statutory changes. Informing Provides the information people need to know to do their jobs and to feel good about being a member This position description may be reviewed as part of the team, unit, and/or the organization; provides individuals information so that they can make accurate decisions; is timely with informationpreparation for your annual performance and development review. Planning Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; evaluates results. Decision Quality Makes good decisions (without considering how much time it takes) based upon a mixture of analysis, wisdom, experience, and judgment; most of his/her solutions and suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutions.Acknowledged / Accepted: .................................................................................................................... ........................................................................ Employee Date .................................................................................................................... ........................................................................

Competencies. The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review. Managing Vision & Purpose Communicates a compelling Customer Focus Is dedicated to meeting the expectations and inspired vision or sense requirements of core purposeinternal and external customers; talks beyond todaygets first hand customer information and uses it for improvements in products and services; talks about possibilitiesacts with customers in mind; is optimistic; creates mileposts establishes and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire maintains effective relationships with customers and motivate entire units or organizationsgains their trust and respect. Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Managerial Courage Doesn't hold back anything that needs Drive For Results Can be counted on to be saidexceed goals successfully; provides current, direct, complete, Is constantly and "actionable" positive consistently one of the top performers; very bottom line oriented; steadfastly pushes self and corrective feedback to others; lets others for results. Role Specific Competencies Motivating Others Creates a climate in which people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly are motivated and directly; is not afraid to take negative action when necessary. Informing Provides the information people need to know want to do their jobs best; can motivate many team or project members; empowers others to achieve desired results; invites input from each person and to shares ownership and visibility; makes each individual feel good about being a member of the team, unit, and/or the organization; provides individuals information so that they can make accurate decisionshis/her work is important; is timely with informationsomeone people like working with. Planning Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; evaluates results. Decision Quality Makes good decisions (without considering how much time it takes) based upon a mixture Interpersonal Savvy Relates well to all kinds of analysispeople, wisdomup, experiencedown, and judgmentsideways, inside and outside the organisation; most builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably. Informing Provides the information people need to know to do their job and to feel good about being a member of histhe team, unit, and/or the organisation; provides individuals with information in a timely manner to make accurate decisions. Within Southern DHB External to Southern DHB • PDU Manager • National Committees • Nursing/her solutions Midwifery Directors • Local, District and suggestions turn out to be correct Regional Groups • SDHB Restraint Committee (District) • Professional Nursing/Midwifery Organisations • Service Managers • Tertiary Providers • Clinical Charge Nurses/Midwives • Non-Provider Arm • Clinical Leaders • National Workforce Development Agencies • All Nursing and accurate when judged over time; sought out by others for advice Midwifery Staff • Non-provider Arm Employers • Allied Health Staff • Maori Health Unit • Medical Staff • Clinical Support Staff • Students • Service Managers • Occupational Health and solutions.Safety • Quality and Risk Team

Competencies. The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review. Managing Vision & Purpose Communicates a compelling Customer Focus Is dedicated to meeting the expectations and inspired vision or sense requirements of core purposeinternal and external customers; talks beyond todaygets first hand customer information and uses it for improvements in products and services; talks about possibilitiesacts with customers in mind; is optimistic; creates mileposts establishes and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire maintains effective relationships with customers and motivate entire units or organizationsgains their trust and respect. Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Managerial Courage Doesn't hold back anything that needs Drive For Results Can be counted on to be saidexceed goals successfully; provides current, direct, complete, Is constantly and "actionable" positive consistently one of the top performers; very bottom line oriented; steadfastly pushes self and corrective feedback others for results. Role Specific Competencies Problem Solving Uses rigorous logic and methods to otherssolve difficult problems with effective solutions; lets people know where they standprobes all fruitful sources for answers; faces up to people problems on any person or situation (not including direct reports) quickly and directlycan see hidden problems; is not afraid to take negative action when necessaryexcellent at honest analysis; looks beyond the obvious and doesn't stop at the first answers. Informing Provides the information people need to know to do their jobs and to feel good about being a member of the team, unit, and/or the organization; provides individuals information so that they can make accurate decisions; is timely with information. Planning Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; evaluates results. Decision Quality Makes good decisions (without considering how much time it takes) based upon a mixture of analysis, wisdom, experience, and judgment; most of Priority Setting Spends his/her solutions time and suggestions turn out the time of others on what's important; quickly zeros in on the critical few and puts the trivial many aside; can quickly sense what will help or hinder accomplishing a goal; eliminates roadblocks; creates focus. Listening Practices attentive and active listening; has the patience to hear people out; can accurately restate the opinions of others even when he/she disagrees. Within Southern DHB External to Southern DHB • General Manager, MHAID • Medical Director, MHAID • Nursing Director, MHAID • Allied Health Director, MHAID • Combined Services Manager, MHAID • Team Managers, MHAID • Child, Adolescent and Family Service (CAFS) • Mental Health Staff • Family Advisor/Adult Consumer Advisor • Youth Consumers and their families • Mental Health Providers and Intersectoral Groups including Adventure Development, PACT Youth South, Work & Income, CYF’s and the Southland Youth Health One Stop Shop PERSON SPECIFICATION The expertise required for a person to be correct fully competent in the role. Position specific competencies: ESSENTIAL DESIRABLE Experience • Personal lived experience of a mental illness (and accurate when judged over time; sought out by others for advice the mental health sector/system) • Can apply own experience to the role. • Knowledge and solutions.Skills • High standard of interpersonal and written skills including correspondence and report writing • Has good computer literacy • Ability to prioritise and organise • Ability to develop and maintain positive relationships • Committed to quality and accuracy •

Competencies. The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review. Managing Vision & Purpose Communicates a compelling Customer Focus Is dedicated to meeting the expectations and inspired vision or sense requirements of core purposeinternal and external customers; talks beyond todaygets first hand customer information and uses it for improvements in products and services; talks about possibilitiesacts with customers in mind; is optimistic; creates mileposts establishes and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire maintains effective relationships with customers and motivate entire units or organizations. gains their trust and respect Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Managerial Courage DoesDrive For Results Can be counted on to exceed goals successfully; Is constantly and consistently one of the top performers; very bottom line oriented; steadfastly pushes self and others for results. Managing & Measuring Clearly assigns responsibility for tasks and decisions; sets clear objectives and measures; monitors process, progress, and results; designs feedback loops into work. Problem Solving Uses rigorous logic and methods to solve difficult problems with effective solutions; probes all fruitful sources for answers; can see hidden problems; is excellent at honest analysis; looks beyond the obvious and doesn't hold back anything that needs stop at the first answers. Within Southern DHB External to Southern DHB • Patient Safety & Risk Team • Patients and whānau • Clinical Governance & Quality Improvement Solutions Directorate staff. • Health Quality & Safety Commission • Nurse Managers / Service Managers / Midwife Managers/Unit Managers • Health Round Table • Professional and Clinical Leads • WellSouth PHN Business Intelligence team. • Information Systems and Reporting Teams • South Island Regional Safety 1st Groups • • SIAPO systems administration team PERSON SPECIFICATION The expertise required for a person to be said; provides currentfully competent in the role. Position specific competencies: ESSENTIAL DESIRABLE Education and Qualifications (or equivalent level of learning) • Bachelor degree in related field • Master’s degree • Health sector background • Working towards or completed post-graduate qualification in health, directquality or other relevant fields eg statistics. Experience • Minimum 5 years’ experience in business delivery systems. • Success in collecting insights and measurement for improvement. • Significant experience in using data extraction software, completeanalytics software (e.g. SAS), data management, and "actionable" analytical techniques that include code development to ensure high standard of accuracy and consistency. • Exposure to, and understanding of, clinical concepts to be able to understand and interpret data and information. • Experience in effective co- ordination and role modelling of others. • Experience working in the Health Care Sector. Knowledge and Skills • Ability to work with and maintain relationships with clinicians from a variety of specialties and settings, to support them in understanding insights. • Intermediate to advanced Microsoft Office suite. • High level of data presentation skills. Personal Qualities • Ability to influence behavioural change and service improvement. • Commitment to risk management and reduction. • Commitment and personal accountability. • Excellent interpersonal skills, including ability to work in partnership effectively with people at all levels of the organisation. • Acts with discretion, sensitivity and integrity at all times. • Is adaptable and flexible – open to change (positive or negative). • Maintains an exceptionally high level of confidentiality. KEY RESULT AREAS: Key Accountabilities: Example of successful delivery of duties and corrective responsibilities Clinical Intelligence • Provide comprehensive briefings; recommendations; and initiate action as requested by the Executive Director of Quality & Clinical Governance Solutions. • In conjunction with the Quality & Clinical Governance teams analyse and assess information detailing complex and strategic clinical issues; identify risks, gaps and opportunities. • Provide timely sound, analysis and advice to support the Executive Director of Quality & Clinical Governance Solutions and the Clinical Council. • Work closely with the Quality improvement team to evaluate benefits of improvement activities. • Work collaboratively with the Quality Improvement & Patient Safety teams to deep dive into clinical quality issues. • Respond to and meet with a broad range of internal and external stakeholders and groups related to matters of immediate concern; coordinate responses and solutions and feedback to others; lets people know where they stand; faces up the Executive and other key stakeholders as appropriate. • Produce ad hoc reports as needed. • Comprehensive clinical intelligence reports are produced that enable the best available clinical decision-making and advice to people problems on any person or situation (not including direct reports) quickly be given. • Clinical issues and directly; risks are presented in a way that is not afraid easily understood and supports improvement decisions. • Clinical data analysis supports the Quality & Clinical Governance Solutions Directorate to take negative action when necessary. Informing Provides appropriately raise risks to the information people need to know to do their jobs Clinical Council, Executive Leadership Team and to feel good about being a member the Board. Quality Framework & Clinical Council • Support the implementation of the teamQuality Framework by ensuring wider business priorities, unitprogrammes and initiatives are aligned. (Service level accountabilities and clinical accounts & highlighting key areas of concern across directorates) • Support the Clinical Council in the development and production of Clinical Quality Accounts. • Respond to requests from the Clinical Council to provide clinical intelligence and deep dive analysis on specific clinical risks and issues. • Service level dashboards are developed in conjunction with clinical teams and the Clinical Council. • Services engage with and use dashboard for local quality and clinical governance meetings. • Clinical Council workplan is supported to enable good clinical advice and decision making to occur. Team Membership Actively contribute to and support Quality & Clinical Governance Solutions Teams • Maintain a collaborative effective working relationship with the Quality Improvement & Patient Safety teams as well as the Consumer Experience Manager. • Maintain awareness of the teams work plans and activities. • Undertake and contribute to projects for Quality & Clinical Governance Solutions Teams as required. • Support and actively participate in the activities and functions of the Quality and Clinical Governance Solutions Directorate by actively supporting and contributing to the overall work plan as required. • District wide processes are maintained. • Attend and positively contribute to team forums. • Undertakes work &/or projects for the wider team as required. Other Duties Undertaking duties from time to time that may be in addition to those outlined above but which fall within your capabilities and experience. • You respond positively to requests for assistance in own and other areas, and/or demonstrating adaptability and willingness. • You produce work that complies with SDHB processes and reflects best practice. • Research undertaken is robust and well considered. Professional Development – self Identifying areas for personal and professional development. • Training and development goals are identified/agreed with your manager. • Performance objectives reviewed annual with your manager. • You actively seek feedback and accept constructive criticism. Health, Safety and Wellbeing Taking all practicable steps to ensure personal safety and the organization; provides individuals information so safety of others while at work, in accordance with the Southern DHB’s Health, Safety and Wellbeing policies, procedures and systems. • You understand and consistently meet your obligations under Southern DHB’s Health and Safety policy/procedures. • You actively encourage and challenge your peers to work in a safe manner. • Effort is made to strive for best practice in Health and Safety at all times. Te Tiriti o Waitangi The principles of Te Tiriti, as articulated by the courts and the Waitangi Tribunal, underpin the Ministry’s commitment to Te Tiriti. Tino rangatiratanga, Equity, • Tino rangatiratanga - Providing for Māori self- determination and mana motuhake in the design, delivery and monitoring of health and disability services. Active protection, Options and Partnership will guide your interaction with others on a day to day basis. • Equity - Being committed to achieving equitable health outcomes for Māori. • Active protection - Acting to the fullest extent practicable to achieve equitable health outcomes for Māori. This includes ensuring that they can make accurate decisions; the Crown, its agents and its Treaty partner under Te Tiriti are well informed on the extent, and nature, of both Māori health outcomes and efforts to achieve Māori health equity. • Options - Providing for and properly resourcing kaupapa Māori health and disability services. Furthermore, the Crown is timely obliged to ensure that all health and disability services are provided in a culturally appropriate way that recognises and supports the expression of hauora Māori models of care. • Partnership - Working in partnership with informationMāori in the governance, design, delivery and monitoring of health and disability services – Māori must be co-designers, with the Crown, of the primary health system for Māori. Planning Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; evaluates results. Decision Quality Makes good decisions (without considering how much From time to time it takes) based upon a mixture may be necessary to consider changes to the position description in response to the changing nature of analysis, wisdom, experience, our work environment – including technological requirements or statutory changes. This Position Description may be reviewed as part of the preparation for your annual performance and judgment; most of his/her solutions and suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutions.development review. Acknowledged / Accepted: .................................................................................................... .............................................................. Employee Date .................................................................................................... ..............................................................

Competencies. The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review. Managing Vision & Purpose Communicates a compelling Customer Focus Is dedicated to meeting the expectations and inspired vision or sense requirements of core purposeinternal and external customers; talks beyond todaygets first hand customer information and uses it for improvements in products and services; talks about possibilitiesacts with customers in mind; is optimistic; creates mileposts establishes and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire maintains effective relationships with customers and motivate entire units or organizationsgains their trust and respect. Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Managerial Courage Doesn't hold back anything that needs Drive For Results Can be counted on to be saidexceed goals successfully; provides currentIs constantly and consistently one of the top performers; very bottom line oriented; steadfastly pushes self and others for results. Role Specific Competencies Managing Diversity Manages all kinds and classes of people equitably; deals effectively with all races, directnationalities, completecultures, disabilities, ages and "actionable" positive both sexes; hires variety and corrective feedback diversity without regard to othersclass; lets people know where they standsupports equal and fair treatment and opportunity for all. Strategic Agility Sees ahead clearly; faces up to people problems on any person or situation (not including direct reports) quickly can anticipate future consequences and directlytrends accurately; has broad knowledge and perspective; is not afraid to take negative action when necessary. Informing Provides the information people need to know to do their jobs future oriented; can articulately paint credible pictures and to feel good about being a member visions of the team, unit, and/or the organizationpossibilities and likelihoods; provides individuals information so that they can make accurate decisions; is timely with informationcreate competitive and breakthrough strategies and plans. Planning Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; evaluates results. Decision Quality Makes good decisions (without considering Political Savvy Can manoeuvre through complex political situations effectively and quietly; is sensitive to how much time it takes) based upon a mixture of analysis, wisdom, experience, people and judgmentorganisations functions; most of anticipates where the land mines are and plans his/her solutions approach accordingly; views corporate politics as a necessary part of organisational life and suggestions turn out works to adjust to that reality; is a maze-bright person. Problem Solving Uses rigorous logic and methods to solve difficult problems with effective solutions; probes all fruitful sources for answers; can see hidden problems; is excellent at honest analysis; looks beyond the obvious and doesn't stop at the first answers. Priority Setting Spends his/her time and the time of others on what's important; quickly zeros in on the critical few and puts the trivial many aside; can quickly sense what will help or hinder accomplishing a goal; eliminates roadblocks; creates focus. Within Southern DHB External to Southern DHB • Team Leaders • Ministry of Health • Service Manager, Public Health • WellSouth Primary Health Network • Clinical Director, Public Health • Ministry for the Environment • Public Health Physicians/Medical Officers of Health • Ministry for Primary industries • Strategy, Primary and Community staff • South Island Public Health Unit staff • Primary Care and Population Health Directorate staff • Te Runanga o Ngai Tahu and Papatipu Runaka, and Māori Health providers • Professional Leader, Health Promotion • Aukaha • Professional Leader, Health Protection • Te Ao Mārama • Public Health Service staff • Local Government stakeholders • Māori Health Directorate • NGO stakeholders • Chief Māori Health Strategy & Improvement Officer • Kainga ora • Māori Health Directorate Kaumatua • University of Otago • Iwi Governance Committee • Ministry of Social Development • Education settings • Health Promotion Agency • Ministry of Education PERSON SPECIFICATION The expertise required for a person to be correct fully competent in the role. Position specific competencies: ESSENTIAL DESIRABLE Education and accurate when judged over Qualifications (or • Relevant tertiary qualification in Public Health. • Post Graduate qualification in Public Health. Experience • To be competent in /Te Tikanga me xxx xxxx ā-Kai Tahu and within Te Ao Māori. • Community development experience. • Experience in working to improve Māori health outcomes outside health. • Proven leadership experience. • Proven experience in engaging effectively with Māori communities and in particular manawhenua. • Proven experience in improving Māori health through Public Health initiatives. • Experience working in Public Health Units in health promotion programmes, and using health in all policies and collaborative partnership approaches. Knowledge and Skills • Proven ability in articulating and applying Te Tiriti o Waitangi principles. • Experience in using intelligence to support planning and strategic direction. • Excellent written and verbal communication skills • Excellent computing skills including ability to use Microsoft products (word, excel, powerpoint) and systems such as sharepoint. • Experience in using Health in all policies approaches. • Competence in in Te Reo. • Knowledge and skills in mātauranga Māori and kaupapa Māori principles. • Experience in using programme planning and project management methodology, developing outcome measures and evaluation. • Experience in preparing strategic documents and reports. • Commitment to developing Te Reo competencies. Personal Qualities • Current full drivers licence. • Demonstrable commitment to achievement of Māori health outcomes. • Demonstrated leadership ability. • Ability to develop a long term vision, deliver it and inspire others to follow it. • Flexible, highly motivated, innovative and able to work independently and as part of a team. • Well-developed interpersonal skills with the ability to develop effective relationships both internally and externally. • Maintains and extends knowledge and skill base relating to relevant issues, trends and practice. • Proactively manages conflicting demands on time; sought out . • Ability to cope with work pressure and stress (e.g. deadlines, challenging workloads). • Ability to establish and maintain harmonious relationships with other professional colleagues. • A demonstrable relationship with Māori communities. KEY RESULT AREAS: Key Accountabilities: Example of successful delivery of duties and responsibilities Engaging Effectively with Māori • Demonstrates knowledge and understanding of Te Tikaka me xxx xxxx of Kāi Tahu and within Te Ao Māori to respond appropriately to Māori. • Actively engages with the Māori community. • Improved health outcomes for Māori. • Evidence of collaborative relationships with manawhenua and/or Māori community/organisations. • Evidence of competency within Te Reo, Te Tikaka me xxx xxxx a Kāi Tahu Leadership • Lead by others example as a positive, motivating and inspiring role model for advice all staff. • Actively support staff to work across teams and solutionswith external partners and stakeholders in agreed work programmes. • Create an environment that encourages a high level of staff engagement and performance. • Actively encourage a culture of continuous learning and reflective practice, and use evidence based practice to inform all planning. • Successful leadership of a high performing team. • Collaborative teams.

Competencies. The To perform the job successfully, an individual should demonstrate the following competencies apply competencies: Manages difficult or emotional parent/community situations judiciously; Responds to this positionparent/community requests for service and assistance; Solicits parent feedback to improve effectiveness; Meets commitments made to parents and the community. The employee will be assessed Focuses on solving conflict, not blaming; Maintains confidentiality; Listens to others without interrupting; Shows reasonable control of personal emotions; Exhibits objectivity and openness to the views of others; Speaks clearly and persuasively in positive or negative situations; Listens and solicits clarification; Responds appropriately to questions; Demonstrates group presentation skills; Writes clearly and effectively; Edits work for spelling and grammar; Varies writing style to meet needs of the audience; Presents numerical data effectively. Works within approved budget; Conserves district/school resources; Shows respect and sensitivity for cultural differences; Follows policies and procedures; Completes administrative tasks and reports correctly and on time; Supports district's goals and values; Develops strategies to achieve district’s goals; Understands district's strengths & weaknesses; Aligns work with strategic goals and the 720 Grant; Adapts strategy to changing conditions. Displays willingness to make decisions; Exhibits sound and accurate judgment; Supports and explains reasoning for decisions; Includes appropriate people in decision-making process; Makes timely decisions; Treats people with respect; Keeps commitments; Inspires the trust of others; Works ethically and with integrity; Sets and achieves challenging personal goals; Demonstrates persistence and overcomes obstacles; Measures self against these as part standard of excellence; Takes calculated risks to accomplish goals; Prioritizes and plans work activities; Uses time efficiently; Sets daily/weekly goals and objectives; Approaches others in a tactful manner; Reacts well under pressure; Treats others with respect regardless of their annual performance status or position; Accepts responsibility for own actions; Demonstrates accuracy and development review. Managing Vision & Purpose Communicates a compelling thoroughness; Looks for ways to improve and inspired vision or sense of core purposepromote quality; talks beyond today; talks about possibilities; is optimistic; creates mileposts and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire and motivate entire units or organizations. Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Managerial Courage Doesn't hold back anything that needs to be said; provides current, direct, complete, and "actionable" positive and corrective Applies supervisor feedback to othersimprove performance; lets people know where they standMonitors own work to ensure quality; faces up Follows instructions, responds to people problems on any person or situation (not including direct reports) quickly and directlysupervisory direction; is not afraid Takes responsibility for own actions; Commits to take negative action long hours of work when necessary. Informing Provides the information people need necessary to know to do their jobs and to feel good about being a member of the team, unit, and/or the organization; provides individuals information so that they can make accurate decisions; is timely with information. Planning Accurately scopes out length and difficulty of tasks and projects; sets objectives and reach goals; breaks down Completes tasks on time or notifies appropriate person with an alternate plan; Is consistently at work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; evaluates results. Decision Quality Makes good decisions (without considering how much time it takes) based upon a mixture of analysis, wisdom, experience, and judgment; most of his/her solutions and suggestions turn out to be correct and accurate when judged over on time; sought out by others Ensures work responsibilities are covered when absent; Arrives at meetings and appointments on time; Displays original thinking and creativity; Meets challenges with resourcefulness; Generates suggestions for advice improving instruction and solutionsrelated activities; Develops innovative approaches and ideas.

Competencies. The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review. Managing Vision & Purpose Communicates a compelling Customer Focus Is dedicated to meeting the expectations and inspired vision or sense requirements of core purposeinternal and external customers; talks beyond todaygets firsthand customer information and uses it for improvements in products and services; talks about possibilitiesacts with customers in mind; is optimistic; creates mileposts establishes and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire maintains effective relationships with customers and motivate entire units or organizations. gains their trust and respect Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Managerial Courage Doesn't hold back anything that needs Drive or Results Can be counted on to be saidexceed goals successfully; provides current, direct, complete, Is constantly and "actionable" positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary. Informing Provides the information people need to know to do their jobs and to feel good about being a member consistently one of the team, unit, and/or the organizationtop performers; provides individuals information so that they can make accurate decisionsvery bottom line oriented; is timely with information. Planning Accurately scopes out length steadfastly pushes self and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts others for problems and roadblocks; measures performance against goals; evaluates results. Role Specific Competencies Decision Quality Makes good decisions (without considering how much time it takes) based upon a mixture of analysis, wisdom, experience, and judgment; most of his/her solutions and suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutions. Strategic Agility Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans. Priority Setting Spends his/her time and the time of others on what’s important; quickly zeros in on the critical few and puts the trivial many aside; can quickly sense what will help or hinder accomplishing a goal; eliminates roadblocks, creates focus. Building Effective Teams Blends people into teams when needed; creates strong morale and spirit in his/her team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team. • Clinical Leader of Respiratory Service • Staff from trust hospitals and other DHBs • Service Manager Respiratory • Primary care practitioners within the community • Respiratory Community Project Group • SDHB Sleep and Respiratory Laboratories PERSON SPECIFICATION The expertise required for a person to be fully competent in the role. Position specific competencies: ESSENTIAL DESIRABLE Education and Qualifications (or equivalent level of learning) • Be registered as a Senior Medical Practitioner with the Medical Council of New Zealand under a Vocational Internal Medicine scope or be eligible for vocational registration with the Medical Council to enable practice within New Zealand. • Have undertaken post-graduate training in respiratory and sleep medicine. • You will be required to have medical indemnity insurance (Southern District Health Board has a group scheme with the Medical Protection Society which can be arranged through the recruitment Advisor, Dunedin Hospital or you may wish to arrange your own cover). • Postgraduate research qualification Experience • Have worked in respiratory service within a major hospital • Prior experience of community Respiratory physician role Knowledge and Skills • Proficiency in assessment of sleep disordered breathing and sleep reporting • Personal Qualities • Professionalism • Leadership • Integrity • Honesty KEY RESULT AREAS: Key Accountabilities: Example of successful delivery of duties and responsibilities Clinical Services • Clinical support for community-delivered programmes. • Develop and deliver clinical education for primary care and community audiences. • Maintain clinical accuracy of HealthPathways and HealthInfo. • Provide guidance to primary care clinicians for respiratory services. • Provide a minimum of 20 outpatient clinics (within 12 month period) in a variety of facilities across the SDHB. • Support delivery of the Community Respiratory Service. • Primary and secondary clinicians and teams engaged in delivering integrated care • Clinical education developed and delivered to primary and secondary care clinicians • Well supported general practice, clinically able to deliver care to patients with respiratory conditions • Provide feedback and support to primary care providers of community-based programmes. • Participate in the development and delivery of a quality framework across the sleep and respiratory services. • Primary and secondary clinicians and teams engaged in delivering integrated care • Quality improvement programmes to support clinically-appropriate service delivery by Approved Providers (e.g. spirometry and sleep studies).

Competencies. The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review. Managing Vision & Purpose Communicates a compelling Customer Focus Is dedicated to meeting the expectations and inspired vision or sense requirements of core purposeinternal and external customers; talks beyond todaygets first hand customer information and uses it for improvements in products and services; talks about possibilitiesacts with customers in mind; is optimistic; creates mileposts establishes and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire maintains effective relationships with customers and motivate entire units or organizations. gains their trust and respect Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Managerial Courage Doesn't Drive For Results Can be counted on to exceed goals successfully; Is constantly and consistently one of the top performers; very bottom line oriented; steadfastly pushes self and others for results. Role Specific Competencies Managing diversity Manages all kinds and classes of people equitably; deals effectively with all races, nationalities, cultures, disabilities irrespective of age and gender; supports equal and fair treatment and opportunity for all Priority Setting Spends own time and the time of others on what is important; can quickly sense what will help or hinder when seeking to accomplish goals; eliminates roadblocks; creates focus Problem Solving Uses logic and established processes to solve difficult problems and achieve effective solutions; can see hidden problems; Is excellent at honest analysis; looks beyond the obvious ; doesn’t stop at the first answers Within Southern DHB External to Southern DHB • AHS&T Professional Leaders (PLs) • Clients, patients, families, whanau and caregivers • Multidisciplinary colleagues working in interprofessional ways • Services from the community, funding bodies, student or intern clinical liaison staff • Operational manager • Primary care - GPs, other medical staff • AHST Professional Development Facilitator • Relevant professional organisations • Administration staff • Other service providers • Relevant external services/organisations/stakeholders PERSON SPECIFICATION: Clinical Area Specific Requirements This position involves working with infants and children 0-3 years of age who have developmental delay and complex needs that include impairments and differences in communication, feeding and swallowing. Also including tamariki and young people 0-16 years of age for feeding and swallowing. Services are delivered in a range of settings (e.g., home, pre-school and Child Development Services settings) to best meet the needs of the child, whānau Professional requirements • The appointee will have a degree in Speech-Language Therapy • The appointee must be eligible for full or provisional membership of the New Zealand Speech-Language Therapy Association and hold back anything an annual practising certificate with NZSTA while employed. • All Speech-Language Therapists must maintain a continuing education/professional development record and participate in appropriate supervision while practising. ESSENTIAL DESIRABLE Education and Qualifications (or equivalent level of learning) • Must be hold a degree or equivalent in Speech-Language Therapy and be eligible for full or provisional NZSTA membership. • Dysphagia competent. • Paediatric Dysphagia competence. • Hanen trained Experience • A high level of interpersonal and communication • Experience with a wide range of paediatric presentations including but not limited to: Developmental Delay, Autism, dyspraxia, Cerebral palsy, children with challenging behaviours, chromosome disorders, ADHD, PFD and ARFID. Knowledge and Skills: • Ability to work in a supportive and honest manner with whanau, caregivers and others that needs are involved in the care and support of the child. • Ability to be said; provides currentmotivate others while working in partnership • Able to gain peer credibility and respect • Accept responsibility for own actions • Possess the ability to problem solve and demonstrate initiative Personal Qualities • Facilitate an appropriate and high-quality Speech-Language Therapy process for service users/patients, directusing evidence-based practice. • Be able to work actively and co-operatively in a multidisciplinary team and liaise appropriately with relevant health care professionals, completeservice managers and external organisations • Be an active participant in the continual development and improvement of Speech Language Therapy provision of care within the Child Development Service and other settings as applicable, and "actionable" positive to the profession of Speech Language Therapy in directing professional development and corrective feedback to others; lets people know where they stand; faces personal growth • Be familiar with and prescribe adaptive equipment and communication aids within the parameters of relevant funding sources for patients • Have up to people problems date knowledge and use evidence-based practice in appropriate paediatric clinical areas. Experience in providing speech therapy interventions, including 1:1 and group work (as appropriate) in person and via telehealth. • Presentations may include a variety of developmental disorders and differences. The therapist should be familiar with assessments and evidence-based practice relevant to paediatric communication and social communication differences. • Work with Allied Health Assistants to facilitate a high-quality service for the child and whānau • Experience working with paediatric dysphagia and other childhood feeding presentations would be desirable and willingness to engage in continuing professional development in this area. • Use of AAC in a paediatric context with the child/f whanau/caregivers • Complete relevant documentation in the clinical record, electronic data and statistics • Assist in the support and mentoring of students/new graduates/other staff as required • Assist with cover for workload in other areas as directed/required • Have an appropriate presentation and standard of personal care and grooming • Perform other duties relevant to the position as required • Must have and maintain a full current NZ driver’s licence • Have an appropriate level of fitness and an ability to undertake physically demanding tasks safely. KEY RESULT AREAS/PILLARS OF PRACTICE: Legislative requirements • Practise in accordance with relevant legislation, codes, policies etc. and upholds consumer rights • Uphold professional code of ethics Assessments and interventions (if appropriate to profession) • Undertake accurate and comprehensive assessments and evaluations • Plan and implement appropriate interventions • Provide relevant education - including any relevant alternative options - in a format that can be clearly understood • Collaborate with patients-populations to set realistic, person-centred outcomes Evidence-based practice and research • Consistently refer to and relate practice to literature and research • Critique, discuss and disseminate evidence based best practice • Reflect on any person and evaluate the effectiveness of own practice Documentation • Maintain confidentiality of patient information and documentation • Adhere to Southern DHB’s documentation standards Culturally Sensitive Practice • Practices in a culturally safe manner • You adhere to professional and legislative standards of practice • You work according to the scope of your Annual Practising Certificate • Your interventions are realistic and based on best practice • You use standard measurement tools and equipment as set down by departmental or situation professional protocols • Your documentation is timely, clear, concise and accurate • You assist others to gain appropriate support and representation which reflects their cultural needs and preferences. • You implement evidence-based best practice procedures and guidelines • You update your knowledge related to best practice guidelines and area of practice • You maintain a professional portfolio or participate in an approved CPD programme (not including direct reportsas per professional requirements) quickly Leadership and directly; is not afraid Management/ Te Ārahi me te Whakahaere • Participate in and contribute to take negative action when necessary. Informing Provides the information people need to know to do their jobs and to feel good about being a member functioning of the teaminterprofessional team • Attends and contributes to relevant department, unitclinical and team meetings, and/or leading and facilitating such meetings as requested • Establish and maintain an effective working relationship with other staff Time management • Manage own time adopting a disciplined approach to establishing and following identified role-related priorities Skill Sharing • Share skills (as appropriate) with other health professionals and unregulated (assistant) workforces to enhance person centred outcomes • You have formal and informal systems in place for supporting colleagues • You maintain supervision records for students • You participate as a team member to ensure the organization; provides individuals information so that they can best outcomes for patients/ people • Your tasks are scheduled and completed in a timely manner • You use recognised skill sharing processes such as the Calderdale framework to delegate parts of your practice to other team members Teaching & Learning / / Ako Atu, Ako Mai Of Self • Develop both personally and professionally to meet the changing needs of your career and profession • You have formal and informal systems in place for supporting colleagues • You maintain supervision records for students • Reflect on and evaluate the effectiveness of own practice • Develop and maintain professional competency • Appraisal, peer review, observed practice or other professional audits as applicable Of Others Contribute to the support and education of colleagues and students to enhance development of the profession • Consistently refer to and relate practice to literature and research • Critique, discuss and disseminate evidence based best practice • Provides interdisciplinary education in direct clinical area, or discipline specific teaching across teams. • Maintains an awareness of current developments in the clinical areas being worked in and make accurate decisions; is timely with informationrecommendations to changes in practice. Planning Accurately scopes out length • Be involved in the induction and difficulty training of tasks newly appointed staff as required. • Provides mentoring and projects; sets objectives clinical support and goals; breaks down work into the process steps; develops schedules / or professional supervision where required. • You implement evidence-based best practice procedures and task/people assignments; anticipates guidelines • You update your knowledge related to best practice guidelines and adjusts for problems area of practice • You maintain a professional portfolio or participate in an approved CPD programme (as per professional requirements) • You hold current registration where applicable or as required • You maintain an up-to-date professional development plan Service Improvement and roadblocks; measures performance against goals; evaluates results. Decision Quality Makes good decisions (without considering how much time it takes) based upon a mixture of analysis, wisdom, experience, and judgment; most of his/her solutions and suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutions.Research / / Te Whakapai Ratonga me te Rangahau

Competencies. The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review. Managing Vision & Purpose Communicates a compelling Customer Focus Is dedicated to meeting the expectations and inspired vision or sense requirements of core purposeinternal and external customers; talks beyond todaygets first hand customer information and uses it for improvements in products and services; talks about possibilitiesacts with customers in mind; is optimistic; creates mileposts establishes and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire maintains effective relationships with customers and motivate entire units or organizationsgains their trust and respect. Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Managerial Courage Doesn't hold back anything that needs Drive For Results Can be counted on to be saidexceed goals successfully; provides currentIs constantly and consistently one of the top performers; very bottom line oriented; steadfastly pushes self and others for results. Role Specific Competencies Communication • Promotes a credible image and inspires confidence • Actively shares information, directideas and experience with others • Works to build trusting relationships with customers and key stakeholders • Communicates sensitive messages or disagreements with tact and diplomacy • Treats people with respect and courtesy • Brings conflict into the open and facilitates resolution • Encourages the expression of differing and opposing views Southern DHB Position description for: Dental Officer – 2020 Employee’s initials: Authorised by: Xxxx XxXxxxxx, completeService Manager Strategic Management • Help maintain a big-picture view of their area of the business • Help ensure shorter-term objectives are tied to the broader strategic direction • Recognises the impact of broader issues and emerging trends on their area of responsibility • Takes an organisation-wide perspective on issues, rather than thinking solely about their area of responsibility • Challenges others to improve and innovate • Constantly strives to make improvements to service systems and processes (e.g., to get things done better, cost effectively and faster) • Seeks feedback from internal and external customers and implements changes to improve service Taking Accountability • Takes personal responsibility for making things happen • Reinforces Southern DHB values with others and leads by example • Supports and advocates Southern DHB's position on all issues • Demonstrates personal ownership of decisions made by the management team • Acts ethically and with integrity • Is open and honest with others • Actively pursues self-learning and development Technical Expertise Essential • Bachelor of Dental Surgery or equivalent, and "actionable" registration with the Dental Council of New Zealand is essential • Evidence of attendance and a commitment to professional development. • Experience in treating children, medically compromised patients and patients with varying disabilities. • Competent using computer keyboard. • Must have current full drivers licence. Desirable • Broad experience in all branches of general dentistry, some background in hospital or community dentistry. • Is prepared to and has the ability to learn new clinical applications e.g Titanium, HCS, iPM as required for the role. Undertakes training if required. Within Southern DHB External to Southern DHB  Senior Leadership team – PC & PH Directorate.  Private Dentists  Clinical Director, Hospital Dental Service  University of Otago Faculty of Dentistry  Hospital Dental Service Staff  General Practitioners  Community Oral Health Service Staff  Other referrers  Oral Health and Outpatients Administration Staff  Professional Lead – Dental/Oral Health Therapists and Dental Assistants  Unit Managers – Southland & Otago, District Oral Health Services Southern DHB Position description for: Dental Officer – 2020 Employee’s initials: Authorised by: Xxxx XxXxxxxx, Service Manager KEY RESULT AREAS: Key Accountabilities Deliverables To provide patients with a  Accurate documentation of assessment and clinical treatment. range of dental treatment  Liaison where appropriate, with clinical associates involved with patient’s care. with emphasis on an  Understanding of patient’s condition and treatment options. appropriate level of dental  Diagnostic, surgical and clinical dental treatment undertaken. care within the service specification.  Perform such other duties as may be reasonably required by the Clinical Director, Hospital Dental Service. To promote an appropriate work culture in the unit.  Work culture will facilitate team building, innovation and creativity, conservation of scarce resources and cultural sensitivity To implement, monitor and  Commitment to continual quality improvement evaluate quality  Development and maintenance of system for clinical audit improvement programme  Implementation, monitoring and evaluation of quality improvement programme and system for clinical audit  Legal and statutory duties undertaken and performed as required To co-operate with development of strategic direction and policy of the Service   Advice and support to the Clinical Director in policy implementation. Co-operate with the Clinical Director to set strategic direction for service delivery To implement clinical  Mentor and support to junior dental staff HDS with clinical plans and treatment. support and education  To act as an named dentist to dental therapists as required under the HPCAA  Participation in, and support for, education programmes for other dental clinical and non-clinical staff  Presentation of dental developments and issues which enhance the status of the service to wider clinical/professional audience To ensure the Service has a  A positive image for the service is actively promoted with the public, state positive image agencies and corrective the media  Efficient customer-focused services are provided within allocated resources To actively maintain and improve professional standards and knowledge   Opportunities for continuing education, personal growth and development are sought and utilised Active participation in personal annual performance review and periodic departmental credentialing as required by CD Professional Development – self Identifying areas for personal and professional development.  Training and development goals are identified/agreed with your manager.  Performance objectives reviewed annually with your manager.  You actively seek feedback and accept constructive criticism. Health, Safety and Wellbeing Taking all practicable steps to others; lets ensure personal safety and the safety of others while at work, in accordance with the Southern DHB’s Health, Safety and Wellbeing policies, procedures and systems.  You understand and consistently meet your obligations under Southern DHB’s Health and Safety policy/procedures.  You actively encourage and challenge your peers to work in a safe manner.  Effort is made to strive for best practice in Health and Safety at all times. Treaty of Waitangi Giving effect to the principles of the Treaty of Waitangi – Partnership, Participation and Protection through your interaction with others on a day to day basis.  Partnership – You interact in good faith and in the nature of a partnership. There is a sense of shared enterprise and mutual benefit where each partner takes account of the needs and interests of the other. Southern DHB Position description for: Dental Officer – 2020 Employee’s initials: Authorised by: Xxxx XxXxxxxx, Service Manager  Participation – You work in partnership with our treaty partners to enable our organisation to prosper. You are mindful of the varying socio-economic conditions that face our people know where they stand; faces up and work hard to people problems on any person or situation (not remove barriers of access to health and education.  Protection – You work proactively to protect the rights and interests of Māori, including direct reports) quickly and directly; is not afraid to take negative action when necessary. Informing Provides the information people need to know proactively build the capacity and capability of Māori. Quality and Performance  Maintain professional and organisational quality standards.  Ensure delivered work is planned, delivered, and implemented consistently against quality standards.  Continuously identify improvement opportunities to do their jobs perform job in most effective manner.  Investigate opportunities to achieve goals in a more efficient way.  Performance is in alignment with HR quality audit standards, organisational requirements, and professional standards. Note: the above example measures are provided as a guide only. The precise performance measures for this position will require further discussion between the job holder and manager. From time to feel good about being a member time it may be necessary to consider changes to the position description in response to the changing nature of our work environment – including technological requirements or statutory changes. This position description may be reviewed as part of the team, unit, and/or the organization; provides individuals information so that they can make accurate decisions; is timely with informationpreparation for your annual performance and development review. Planning Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; evaluates results. Decision Quality Makes good decisions (without considering how much time it takes) based upon a mixture of analysis, wisdom, experience, and judgment; most of his/her solutions and suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutions.Acknowledged / Accepted: .................................................................................................................... ........................................................................ Employee Date .................................................................................................................... ........................................................................

Competencies. The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review. Managing Vision & Purpose Role Model Communicates a compelling clearly and inspired vision or sense role models expected clinical standards and behaviours in the workplace. Leads by example. Customer Focus Is dedicated to meeting the expectations and requirements of core purposeinternal and external customers; talks beyond todaygets firsthand customer information and uses it for continued improvements within inpatient services; talks about possibilitiesacts with customers in mind; is optimistic; creates mileposts establishes and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire maintains effective relationships with customers and motivate entire units or organizations. gains their trust and respect Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Managerial Courage Doesn't hold back anything that needs Drive For Results Can be counted on to exceed goals successfully; Is constantly and consistently capable of balancing quality and safety whilst steadfastly pushes self and others for results. Managing Diversity Embraces diversity within the inpatient team environment; deals effectively with all races, nationalities, cultures, disabilities, ages and both sexes; supports equal and fair treatment and opportunity for all. Organisational Agility Knowledgeable about health organisations; knows how to get things done both through formal channels and the informal networks; understand the origin and reasoning behind key policies, practices, and procedures; understands the New Zealand health system and their organisations Inpatient Management Can coordinate daily inpatient operations to ensure optimum outcome for patients. Listening Practices attentive and active listening; has the patience to hear people out; can accurately restate the opinions of others even when he/she disagrees Communication Communication conveys an understanding of the context of the situation/circumstances. Presents information clearly in a language and style appropriate to the audience Problem Solving Uses logic and methodical approach to solve difficult problems with effective solutions; can see hidden problems; is excellent at honest analysis; looks beyond the obvious and doesn’t stop at first answers Interpersonal Savvy Relates well to all kinds of people – inside and outside the organisation. Builds appropriate rapport. Builds constructive and effective relationships. Uses diplomacy and tact. Can defuse even high-tension situations comfortably Leadership Sets a good example by providing a clear sense of purpose. Actively seeks to improve other’s skills and talents through coaching, training opportunities and feedback. Uses strategies to promote team culture, morale, and a quality service Teamwork and Co-operation Invites all members of the inpatient team to contribute to a process. Understanding and appreciative of different and opposing perspectives on an issue. Actively promotes a friendly climate, good morale, and co-operation within the team. Accepts responsibility for the effectiveness of the team Initiative Acts quickly and decisively in a crisis. Creates opportunities and minimises potential problems Mobilise System Improvement Establish evidence-based decisions; enable a culture of continuous improvements; identify innovations and support their adoption; nurture organisational learning Director of Nursing Ministry of Health Senior Leadership Team New Zealand Nursing Council Clinical Director Primary Health Care Providers Medical Staff Te Whatu Ora Nursing and Allied Health Leadership Staff Nursing Staff Patients and their families/Xxxxxx Allied Health Staff Other Hospitals/Districts All WDHSL staff & Contractors NZNO and PSA The expertise required for a person to be said; provides currentfully competent in the role. Position specific competencies include: ESSENTIAL DESIRABLE Education and Qualifications (or equivalent level of learning) Registered Nurse with Nursing Council of New Zealand Bachelor of Nursing or equivalent Current Annual Practising Certificate Current Senior Nursing PDRP or working towards completion or renewal within six months of appointment Relevant post graduate qualification Experience Extensive current clinical practice at a senior nursing level Significant experience working within either rural hospital, directurgent care, completeor inpatient setting Prior success in a leadership role Knowledge and Skills Proven commitment to continuing professional development. Demonstrates cultural safety in the practice setting and able to interact well with other people from a variety of cultural backgrounds. Proven clinical credibility and evidence-based practice. Commitment to quality care, systems, and "actionable" positive evidence- based practice. High standard of oral and corrective feedback written communication and interpersonal skills. Demonstrated ability to others; lets people know where they stand; faces up promote and develop teamwork to people problems on any person or situation (not including direct reports) quickly achieve goals and directly; is not afraid outcomes. Proven skills as a leader, coach, and role model. Proven ability to take negative action when necessaryeffectively manage, plan and co- ordinate workload. Informing Provides the information people need Competent computer skills. Able to know provide constructive and timely feedback. Capable of working under pressure and can be flexible attitude to do their jobs and to feel good about being a member work outside boundaries of the teamposition when requested. Demonstrates innovation and is proactive. Evidence of application of nursing research to the practice setting Knowledge of basic computer hardware Personal Qualities Commitment and personal accountability. Excellent interpersonal skills, unitincluding ability to work effectively with people at all levels of the organisation. Acts with discretion, and/or the organization; provides individuals information so that they can make accurate decisions; is timely with information. Planning Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; evaluates results. Decision Quality Makes good decisions (without considering how much time it takes) based upon a mixture of analysis, wisdom, experiencesensitivity, and judgment; most integrity always. Is adaptable and flexible – open to change (positive or negative). Maintains an exceptionally high level of hisconfidentiality, discretion, and diplomacy. Has initiative and self-motivation with excellent organisational and time management skills • Professionally support workforce development that achieves high care standards, is contemporary and meets the needs of all stakeholders. • Through clinical nursing oversight and co-ordination, ensure that patient needs are met in accordance with health and disability professional standards of practice. • Ensure expert clinical practice, skills and competencies are current within all clinical inpatient areas and meet client and service requirements. • Current nursing and specialised knowledge are reflected in practice. • Accepts responsibility for supporting research/her solutions investigation into new initiatives relevant to assessment, treatment, and suggestions turn out rehabilitation of inpatients. • Ensure a consumer/inpatient service focus is adopted and maintained at all levels of service management and delivery and that appropriate standards of care are maintained with a focus on quality and safety. • Provide support and coaching to be correct staff to resolve day to day issues. This will include provision of expert advice, support and accurate when judged over time; sought out by others coaching to assist in managing complex and difficult situations. • Build and maintain effective working relationships with all inpatient staff and appropriate external organisations. Demonstrates consensus decision making wherever possible. • Share responsibility for advice nursing clinical practice through leading, facilitating and solutionssupporting nurses and health care assistants within the inpatient setting. This includes ensuring that inpatient nursing disciplinary issues are addressed in a timely manner. • Assist with leading change and innovation to improve long term sustainability of WDHSL, through working with key staff to maintain a nursing delivery model that reflects contemporary practice. This includes identifying opportunities for nursing innovation and initiatives within inpatient services.

Competencies. The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review. Managing Vision & Purpose Communicates a compelling Customer Focus Is dedicated to meeting the expectations and inspired vision or sense requirements of core purposeinternal and external customers; talks beyond todaygets first hand customer information and uses it for improvements in products and services; talks about possibilitiesacts with customers in mind; is optimistic; creates mileposts establishes and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire maintains effective relationships with customers and motivate entire units or organizationsgains their trust and respect. Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Managerial Courage Doesn't hold back anything that needs Drive For Results Can be counted on to be saidexceed goals successfully; provides currentIs constantly and consistently one of the top performers; very bottom line oriented; steadfastly pushes self and others for results. Role Specific Competencies Interpersonal Savvy Relates well to all kinds of people—up, direct, completedown, and "actionable" positive sideways, inside and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary. Informing Provides the information people need to know to do their jobs and to feel good about being a member of the team, unit, and/or outside the organization; provides individuals information so that they builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can make accurate decisionsdefuse even high-tension situations comfortably. Process Management Good at figuring out the process necessary to get things done; is timely with informationknows how to organize people and activities; understands how to separate and combine tasks into efficient work flow; knows what to measure and how to measure it; can see opportunities for synergy and integration where others can’t; can simplify complex processes; gets more out of fewer resources. Planning Accurately scopes out length and difficulty of tasks task and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; , evaluates results. Problem Solving Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn’t upset when things are up in the air; doesn’t have to finish things before moving on; can comfortably handle risk and uncertainty. Decision Quality Makes good decisions (without with our considering how much time it takes) based upon a mixture of analysis, wisdom, experience, experience and judgment; , most of his/her solutions and suggestions turn out to be correct and accurate when judged over time; sought south out by others for advice and solutions. Building Effective Team Blends people into teams when needed; creates strong morale and spirit in his/her team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team. Within Southern DHB External to Southern DHB • Other Team Leaders • Ministry of Health • Service Manager, Public Health • Ministry for the Environment • Clinical Director, Public Health • Ministry for Primary Industries • Public Health Physicians/Medical Officers of Health • South Island Public Health Unit staff • Pou whakatere • Local Government stakeholders • Strategy, Primary and Community staff • NGO stakeholders • Primary Care and Population Health Directorate staff • Housing New Zealand • Professional Leaders, HPO/HPA • Iwi, Runaka and Māori Health providers • Māori Health Directorate • University of Otago • Ministry of Social Development • WellSouth • Ministry of Education • Health Promotion Agency • Educational Settings PERSON SPECIFICATION The expertise required for a person to be fully competent in the role. Position specific competencies: ESSENTIAL DESIRABLE Education and Qualifications (or equivalent level of learning) • Relevant tertiary degree qualification. • Post graduate qualification in Public Health or related discipline. • Masters qualification in Public Health. Experience • Experienced in leading and or managing teams. • Financial planning and budget management experience. • Experience working in a public health service. • Experience working in Public Health services, in particular leading health promotion programmes using health in all policies and collaborative partnership approaches. • Experience using health in all policies and collaborative partnership approaches. • Experience in coaching, mentoring and facilitating individuals and groups. • Experienced in preparing high quality written communications and reports • Experience in portfolio management (managing more than one project at a time). • Skilled at recruiting and developing staff. Knowledge and Skills • Experience in using intelligence to support planning and strategic direction. • Excellent computing skills including ability to use Microsoft products (work, excel, powerpoint) and systems such as sharepoint. • Delegation skills. • Ability to apply risk assessment approaches and mitigation. • Commitment to develop Te Reo competencies. • Experience in using programme planning, project management and developing outcome measures and evaluation. • Demonstrated ability to apply the Treaty of Waitangi within the service. • Experience implementing equity and Māori Health Frameworks in planning and programmes/projects, • Experience using consultation and facilitation skills. Personal Qualities • Current full drivers licence. • Able to excite, inspire and influence others to action. • Ability to xxxxxx and maintain excellent relationships at all levels. • Willingness to develop and nurture the skills of others. • Adaptable and flexible, highly motivated, innovative and able to work independently as well as lead a team. • Ability to change others’ awareness of issues by helping them to look at old problems in new ways. • Expert communicator, both verbal and written. • Highly organised and structured. • Maintain and extend knowledge and skill base relating to relevant issues, trends and practice. • Embodies Southern DHB values of Manaakitanga, Pono, Whaiwhakaro and Whanaungatanga. KEY RESULT AREAS: Key Accountabilities: Example of successful delivery of duties and responsibilities • Lead by example as a positive, motivating and inspiring role model for all staff. • Actively support staff to work across teams and with external partners and stakeholders in agreed work programmes. • Create an environment that encourages a high level of staff engagement and performance. • Actively encourage a culture of continuous learning and reflective practice, and use evidence based practice to inform all planning. • Successful leadership of a high performing team. • Collaborative teams. Communication, Liaison and Coordination • Ensure effective and timely communication within the team and the service. • Produce high quality written communications, including reports, submissions, technical papers, letters, press • All written communications are clear, and concise and to the standard required. • Relationships established and maintained with all stakeholders (external and internal). releases, replies to complainants, and public information. • Ensures good verbal and interpersonal skills to effectively communicate messages in a professional manner to a variety of audiences. • Effective facilitation and liaison skills to maximise opportunities to improve health outcomes. • Develop and maintain relationships with Māori stakeholders in Southern. • Build and maintain strong effective relationships within the team, service, SDHB and external agencies and stakeholders including regional and district councils. • Able to identify and proactively manage tension between people. Financial Management • Ensure adherence to the DHB delegation policy. • Report to the Service Manager on a monthly basis, financial performance including variations and corrective actions. • Participate in annual budgeting process with Service Manager and Business Analyst. • Work within the financial delegations for Tier 5 management. • Manage financial and contract performance within parameters of funding agreements and budgets. • Report significant variances to the Service Manager. Contribute to the Development of an Organisation Wide Culture of Improvement • Ensure staff participate in DHB quality improvement programmes e.g. Skills for Change. • Identify and lead projects to improve team efficiency and effectiveness. • Share expert knowledge and ideas with others. • Staff within the services are familiar with improvement methodologies and how to apply them. • Team quality improvement activities occur. Health Equity • Actively support the team to implement relevant health equity policies, procedures and approaches. • Ensure health equity assessment is embedded into team practice. • Ensure Māori perspective is incorporated in the design and delivery of programmes. • Draws on relevant equity literature and reports to guide thinking and critical analysis. • Demonstrates the inclusion of equity considerations into relevant work areas. • Use of the HEAT tool as appropriate. • Amendment to activities as a result of including Māori perspectives. Engaging Effectively with Māori • Demonstrates knowledge and understanding of local tikanga and Māori culture sufficiently to be able to respond appropriately to Māori. • Actively engages in relationships with the Māori community. • Improved health outcomes for Māori. • Evidence of collaborative relationships with Māori whānau and community/organisations. Management • Ensure effective Human Resources activities including recruitment, orientation, rostering and leave management occurs in accordance with SDHB policies. • Ensure that all staff within the team have annual appraisals and professional development plans completed. • Key performance indicators and outcomes are achieved. • Team annual appraisals completed. • Staff have a clear understanding of expectations, roles and responsibilities. • Coach and mentor staff to improve individual and team performance. • Ensure in-service training and education is carried out to develop workforce competencies. • Provide cover for other Team Leaders or Service Manager as required. • Ensure team workloads are fair and equitable. • Monitor team performance against key performance indicators and outcome measures. • Assist in the preparation of business cases as required. • Active professional development programme for staff in place. • Staff satisfaction and retention.

Competencies. The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review. Managing Vision & Purpose Communicates a compelling Customer Focus Is dedicated to meeting the expectations and inspired vision or sense requirements of core purposeinternal and external customers; talks beyond todaygets first hand customer information and uses it for improvements in products and services; talks about possibilitiesacts with customers in mind; is optimistic; creates mileposts establishes and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire maintains effective relationships with customers and motivate entire units or organizationsgains their trust and respect. Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Managerial Courage Doesn't hold back anything that needs Drive For Results Can be counted on to be saidexceed goals successfully; provides current, direct, complete, Is constantly and "actionable" positive consistently one of the top performers; very bottom line oriented; steadfastly pushes self and corrective feedback to others; lets others for results. Role Specific Competencies Motivating Others Creates a climate in which people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly are motivated and directly; is not afraid to take negative action when necessary. Informing Provides the information people need to know want to do their jobs best; can motivate many team or project members; empowers others to achieve desired results; invites input from each person and to shares ownership and visibility; makes each individual feel good about being a member of the team, unit, and/or the organization; provides individuals information so that they can make accurate decisionshis/her work is important; is timely with informationsomeone people like working with. Planning Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; evaluates results. Decision Quality Makes good decisions (without considering how much time it takes) based upon a mixture Interpersonal Savvy Relates well to all kinds of analysispeople, wisdomup, experiencedown, and judgmentsideways, inside and outside the organisation; most builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably. Informing Provides the information people need to know to do their job and to feel good about being a member of histhe team, unit, and/or the organisation; provides individuals with information in a timely manner to make accurate decisions. Within Southern DHB External to Southern DHB • PDU Manager • National Committees • Nursing/her solutions Midwifery Directors • Local, District and suggestions turn out Regional Groups • PDRP Coordinator • Professional Nursing/Midwifery Organisations • NETP/NESP Coordinator • Tertiary Providers • Service Manager • Non-Provider Arm • Clinical Charge Nurses/Midwives • National Workforce Development Agencies • All Nursing and Midwifery Staff • Allied Health Staff • Maori Health Unit • Medical Staff • Clinical Support Staff • Students • Infection Prevention and Control • Occupational Health and Safety PERSON SPECIFICATION The expertise required for a person to be correct fully competent in the role. Position specific competencies: ESSENTIAL DESIRABLE Education and accurate when judged over time; sought out by others Qualifications (or equivalent level of learning) • Be registered with the Nursing/Midwifery Council of New Zealand as a Registered Nurse/Midwife. • Hold a current Nursing/Midwifery Council of New Zealand annual practising certificate. • Hold a relevant Post graduate certificate. • Recognised teaching, mentoring and coaching skills. • Have in-depth knowledge and understanding of NCNZ/MCNZ competencies. • Hold a current Portfolio (PDRP/QLP) or equivalent, appropriate to the role. • Have or be working towards a post- registration qualification relating to principles of adult teaching and learning. • Hold or be working towards a relevant post-graduate diploma. • Previous experience within an education role. • Demonstrates ability to develop nursing/midwifery standards and quality initiatives. • Knowledge and understanding of undergraduate nursing/midwifery curricula. Experience • Experience and credibility with the health care team as a professional resource in speciality/practice area. • Networking effectively in area of specialty/ practice - locally, regionally and nationally. • Demonstrated ability to articulate evidence based nursing/midwifery practice to a Multidisciplinary Team. • Minimum of 3 years working either within the clinical area or relevant nursing/midwifery role. • Demonstrated ability to contribute to the professional development of nursing/midwifery staff. Knowledge and Skills • Current issues for advice nursing/midwifery and solutionshealth in NZ and international context. • Current issues in nursing/midwifery education. • Current nursing/midwifery professional standards and codes. • Southern DHB current vision, goals and objectives. • Principles of the Treaty of Waitangi and biculturalism. • Advanced communication skills, written, verbal and presentation. • Ability to contribute positively, have vision and flexibility to contribute to and accommodate change.

Competencies. The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review. Managing Vision & Purpose Communicates a compelling Customer Focus Is dedicated to meeting the expectations and inspired vision or sense requirements of core purposeinternal and external customers; talks beyond todaygets first hand customer information and uses it for improvements in products and services; talks about possibilitiesacts with customers in mind; is optimistic; creates mileposts establishes and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire maintains effective relationships with customers and motivate entire units or organizationsgains their trust and respect. Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Managerial Courage Doesn't hold back anything that needs Drive For Results Can be counted on to be saidexceed goals successfully; provides current, direct, complete, Is constantly and "actionable" positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary. Informing Provides the information people need to know to do their jobs and to feel good about being a member consistently one of the team, unit, and/or the organizationtop performers; provides individuals information so that they can make accurate decisionsvery bottom line oriented; is timely with information. Planning Accurately scopes out length steadfastly pushes self and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts others for problems and roadblocks; measures performance against goals; evaluates results. Role Specific Competencies Decision Quality Makes good decisions (without considering how much time it takes) based upon a mixture of analysis, wisdom, experience, and judgmentjudgement; most of his/her solutions and suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutions. Developing Direct Reports Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person’s career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental systems in in the organisation; is a people builder. Managerial Courage Doesn’t held back anything that needs to be said; provides current, direct, complete, and “actionable” positive and corrective feedback to others; lets people know where they stand; faces up to people quickly and directly; is not afraid to take negative action when necessary. Organisational Agility Knowledgeable about how organisations work; knows how to get things done both through formal channels and the informal network; understands the origin and reasoning behind key policies, practices, and procedures; understand the cultures of organisations. Building Effective Teams Blends people into teams when needed; creates strong morale and spirit in his/her team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team. Within Southern DHB External to Southern DHB General Manager MHAID Nursing Director MHAID Medical Director MHAID Allied Health Director MHAID Clinical Leader Consumers Families Community Groups GPs and other primary health care providers Psychiatrists Team Managers XXXXX XXX’x Community Mental Health Team Education and Training Co-ordinator (Mental Health) Clinical Nurse Educator Clinical Nurse Specialists Nursing Staff Medical Staff Non Clinical Support Staff Southern District Health Board Clinical Services Nursing Support Services Other DHB Mental Health Services PERSON SPECIFICATION The expertise required for a person to be fully competent in the role. Position specific competencies: ESSENTIAL DESIRABLE Education and Qualifications (or equivalent level of learning) • Possess a tertiary level Mental Health qualification or be actively working towards achieving this. • Tertiary clinical qualifications in mental health. Experience/Knowledge • Have experience in community mental health service provision. • Experience in the strategic and/or business planning and administrative management of a health service. Personal Qualities • Possess a strong personal identity with an understanding of the important role of community mental health service. • Initiate and have a passion for improving the mental health status of consumers within the Southland community. • Possess a strong focus on continuous quality improvement both personally and within the role of Team Manager for the Southern Rivers Community Mental Health Teams. • Commitment towards ongoing education and professional development for self. KEY RESULT AREAS: Key Accountabilities: Example of successful delivery of duties and responsibilities Service Delivery • Ensure that policies and procedures related to episodes of care are established and implemented for each individual accessing the service. • Ensure regular reviews of service delivery are undertaken with all team members. • Ensure there is constructive family/whanau and caregiver involvement in delivery of treatment. • Consumer need remains the focus for service structure and delivery. • Individual treatment/ recovery plans are developed in consultation with the consumers, family / whanau and caregivers. • Actively review caseloads and ensure they are maintained efficiently and effectively. This includes all members of the multidisciplinary team including medical staff and, monitoring of caseloads to ensure Authorised by: • Treaty of Waitangi • Monitor and manage the clinical workload of the team. all consumers under the care of a psychiatrist have designated case manager • Changes in service delivery are implemented to reflect changing needs of service users and in consultation with consumer representatives. • Consumer input into the service planning and delivery is encouraged in accordance with the policy on consumer participation in Mental Health Services. • Service planning and delivery are undertaken within the spirit of partnership and acknowledgment of the Treaty of Waitangi. • Medical staff have Clinical Schedules that are regularly reviewed to ensure effective use of time and resource. • Referrals are allocated promptly and appropriately, caseload levels are maintained and all cases are systematically reviewed. Communication • Ensure that services are linked and co-ordinated with other Mental Health Services and with other Southern District Health Board services. • Team members effectively network with colleagues in other mental health services and other Southern District Health Board services as appropriate. • Clear understandings, procedures and open relationships exist with other service providers. • Be directed by and communicate with the (manager) to ensure effective service delivery. • Demonstrate a pleasant, accepting and helpful attitude in his/her interactions with clients and staff. Staff Management and Education • Recruit appropriately skilled and experienced staff to vacant positions within team establishment • Ensure establishment of an inservice education plan for all staff covering all aspects of the mental health service delivery. • Adhere to Southern District Health Board Human Resources policies and procedures related to recruitment and management of staff e.g. Equal Employment Opportunities Policy. • Work in consultation with Professional Advisors for respective professional groups and Management Support Officer in all recruitment of new staff members. • Ensure the provision of a comprehensive orientation programme (as per Mental Health Services policy), for all new staff commencing employment within the Southern Rivers Community Mental Health Team. • Work in consultation with Professional Advisors for respective professional groups and Education and Training Officer (Mental Health) for the provision of education and training plans for all team members. • The professional knowledge and expertise of all staff is maintained at the highest level possible. • Staff have a thorough knowledge of the Mental Health Act and other relevant legislation • Ensure that all staff receive optimum clinical and administrative supervision, performance review, personal development and support. • Ensure a positive work environment is maintained that promotes effective and cohesive work patterns. appropriate to their professional activities. And that the DAO roster in Balclutha is maintained. • Every staff member is to have a formalised clinical supervision plan, formulated and agreed between staff member, professional advisor and team manager (as per Mental Health Services Policy). • Establish and implement, as appropriate, performance objectives and review process for all staff. • Staff are actively encouraged to work well together, enjoy job satisfaction and feel pride in their service. • Promotion of a team environment, with a focus on Multidisciplinary Team based service delivery. • Be responsible for the safety, health and working conditions of employees within sphere of responsibility, reporting any work hazards and ensuring that staff are trained in and use safe methods of work at all times. Budget Management and Service Planning • Be responsible for the setting, monitoring and review of the income and expenditure within the budget. • Be responsible for the efficient utilisation and monitoring of the budget set for the team. • Active participation in the business planning and strategic planning for the team within the wider context of the Mental Health Services. • Active participation in the annual budget and business planning process to establish the team goals and the budgets within the service. • Annual budget planning and setting involves accurate representation of cost growth, resource needs including CAPEX. • Budget expenditure is monitored and reported on a monthly basis in conjunction with Combined Services Manager and the Finance Department personnel. • Regular meetings are held with the Combined Services Manager in order to discuss and progress service issues and initiatives. • Regular attendance at General Manager/Medical Director Meetings to participate in Service planning and review. • Each team has a set of goals that are derived through a team based process that includes recognition of unique issues related to each team’s service provision and the nationally driven initiatives and priorities for mental health service development. Resource Management and Service Planning • Ensure that decisions regarding service delivery and planning are reached in line with efficient and effective resource allocation and that targeted outputs are achieved • Team goals are reviewed on an annual basis of the mental health services business plan submitted to central government agencies. • Individual team members have ownership for team goals that are adopted and the implementation process of such. • Exercise strict adherence to Southern District Health Board’s policies and procedures, in relation to financial management and accountability.

Competencies. The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review. Managing Vision & Purpose Communicates a compelling Customer Focus Is dedicated to meeting the expectations and inspired vision or sense requirements of core purposeinternal and external customers; talks beyond todaygets first hand customer information and uses it for improvements in products and services; talks about possibilitiesacts with customers in mind; is optimistic; creates mileposts establishes and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire maintains effective relationships with customers and motivate entire units or organizationsgains their trust and respect. Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Managerial Courage Doesn't hold back anything that needs Drive For Results Can be counted on to be saidexceed goals successfully; provides current, direct, complete, Is constantly and "actionable" positive consistently one of the top performers; very bottom line oriented; steadfastly pushes self and corrective feedback to others; lets others for results. Role Specific Competencies Motivating Others Creates a climate in which people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly are motivated and directly; is not afraid to take negative action when necessary. Informing Provides the information people need to know want to do their jobs best; can motivate many team or project members; empowers others to achieve desired results; invites input from each person and to shares ownership and visibility; makes each individual feel good about being a member of the team, unit, and/or the organization; provides individuals information so that they can make accurate decisionshis/her work is important; is timely with informationsomeone people like working with. Planning Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; evaluates results. Decision Quality Makes good decisions (without considering how much time it takes) based upon a mixture Interpersonal Savvy Relates well to all kinds of analysispeople, wisdomup, experiencedown, and judgmentsideways, inside and outside the organisation; most builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably. Informing Provides the information people need to know to do their job and to feel good about being a member of histhe team, unit, and/or the organisation; provides individuals with information in a timely manner to make accurate decisions. Within Southern DHB External to Southern DHB • PDU Manager • National Committees • Nursing/her solutions Midwifery Directors • Local, District and suggestions turn out Regional Groups • PDRP Coordinator • Professional Nursing/Midwifery Organisations • NETP/NESP Coordinator • Tertiary Providers • Service Manager • Non-Provider Arm • Clinical Charge Nurses/Midwives • National Workforce Development Agencies • Clinical Leaders • New Zealand Resuscitation Council • All Nursing and Midwifery Staff • Allied Health Staff • Maori Health Unit • Medical Staff • Clinical Support Staff • Students • Infection Prevention and Control • Occupational Health and Safety PERSON SPECIFICATION The expertise required for a person to be correct fully competent in the role. Position specific competencies: ESSENTIAL DESIRABLE Education and accurate when judged over Qualifications (or equivalent level of learning) • Be registered with the Nursing Council of New Zealand as a Comprehensive or Registered General Nurse OR • Other suitably qualified health professional • Hold an appropriate current Practising Certificate • Hold a NZRC CORE Advanced Resuscitation certificate • Have or be working towards a post- registration qualification. • Hold a qualification in Adult Teaching or demonstrate equivalence • Be a qualified CORE Advanced NZRC Instructor (or achieve within 6 months of appointment) • Be prepared to work towards a post-registration qualification relating to principles of adult teaching and learning. Experience • Previous experience in a resuscitation training role • Demonstrate a sound understanding of quality management • Understanding of current issues in clinical practice • Demonstrate conflict resolution and change management skills • Networking effectively in area of specialty/ practice - locally, regionally and nationally. • Minimum of 3 years working either within the clinical area or relevant nursing/midwifery role. • Demonstrated ability to contribute to the professional development of nursing/midwifery staff. • Have a strong knowledge of resuscitation equipment including high fidelity manikins • Be proficient in use of DHB IT processes and databases • Have demonstrated teaching ability, including lesson planning and resource development Knowledge and Skills • Principles of the Treaty of Waitangi and biculturalism. • Have excellent administrative, organisational and time management skills • Have excellent interpersonal skills and the ability to communicate across all disciplines and occupation groups • Ability to work under pressure to fulfil urgent requests within tight time; sought out by others for advice -frames. • Have the vision and solutionsflexibility to anticipate and respond to change • Be adept in the use of technology (including MS Office, LMSs, eLearning Platforms) • Southern DHB current vision, goals and objectives.

Competencies. The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review. Managing Vision & Purpose Communicates a compelling Customer Focus Is dedicated to meeting the expectations and inspired vision or sense requirements of core purposeinternal and external customers; talks beyond todaygets first-hand customer information and uses it for improvements in products and services; talks about possibilitiesacts with customers in mind; is optimistic; creates mileposts establishes and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire maintains effective relationships with customers and motivate entire units or organizationsgains their trust and respect. Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Managerial Courage Doesn't hold back anything that needs Drive For Results Can be counted on to be saidexceed goals successfully; provides current, direct, complete, Is constantly and "actionable" positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary. Informing Provides the information people need to know to do their jobs and to feel good about being a member consistently one of the teamtop performers; very bottom line oriented; steadfastly pushes self and others for results. Role Specific Competencies Word processing Is able to create spreadsheets, unituse a Dictaphone for typing RMO and SMO assessments, and/or the organization; provides individuals information so that they can make accurate decisions; is timely with informationletters and data entry requirements for staff. Planning Accurately scopes out length Office equipment Is able to use tools to prepare reports and difficulty of tasks maintain and projects; sets objectives manage an appropriate filing system and goals; breaks down work patient’s comprehensive files. Maintains staff leave requests, sick leave inputting into the process steps; develops schedules one staff and task/people assignments; anticipates T&A system. Is able to use and adjusts maintain office equipment. Reception Is able to multitask by fielding phone calls, receiving and directing youth, families and other visitors. Interpersonal Is able to use positive communication when interacting and listening to all members of staff. Can problem solve administration issues and implement quality initiatives for problems staff, being dependable and roadblocks; measures performance against goals; evaluates resultsa team player always. Decision Quality Makes good decisions (without considering how much time it takes) based upon a mixture Can anticipate administration needs in the department, Within Southern External to Southern • All clinical staff, in the department- YSS, Youth Forensic • Youth consumers and their Families • Child and Family Mental Health service staff across the Southern district • All community agencies- NGO’s working with youth • Youth Forensic Service Unit Manager and managers at all levels of analysisTe Whatu Ora Southern • Education Services & Schools • All MHAID administration staff and clinical staff • Ministry of Social Development- Oranga Tamariki • All Southern Staff • Ministry of Justice- Community Probation, wisdom, experience, Courts • Administration team of both YSS and judgment; most of his/her solutions and suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutions.CAFMHS • Police

Competencies. The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review. Managing Vision & Purpose Communicates a compelling and inspired vision or sense Patient Focus To have the patient as the focus of core purposeactivities. Customer Focus Is dedicated to meeting the expectations and requirements of internal and external customers; talks beyond todaygets first-hand customer information and uses it for improvements in products and services; talks about possibilitiesacts with customers in mind; is optimistic; creates mileposts establishes and symbols maintains effective relationships with customers and gains their trust and respect Performance To work consistently to rally support behind the vision; makes the vision sharable by everyone; can inspire and motivate entire units or organizationsa high professional standard. Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Managerial Courage Doesn't hold back anything Drive For Results Can be counted on to exceed goals successfully; Is constantly and consistently one of the top performers; very bottom line oriented; steadfastly pushes self and others for results. Diversity To respect all people irrespective of race, nationality, culture, disability irrespective of their age and gender; to support equal and fair treatment and opportunity for all. Leadership Influence, inspire, and motivate others around them to participate and take action. Xxxxxx a culture that needs strives for excellence in clinical service provision within allocated resources Decision Quality Makes good decisions based upon a mixture of analysis, wisdom, experience, and judgment; most solutions and suggestions turn out to be saidcorrect and accurate when judged over time; provides current, direct, complete, sought out by others for advice and "actionable" positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary. Informing Provides the information people need to know to do their jobs and to feel good about being a member of the team, unit, and/or the organization; provides individuals information so that they can make accurate decisions; is timely with informationsolutions. Planning Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; evaluates results. Decision Quality Makes good decisions (without considering Organisational Agility Knowledgeable about how much time it takes) based upon a mixture of analysisorganisations work; knows how to get things done both through formal channels and the informal network; understands the origin and reasoning behind key policies, wisdom, experiencepractices, and judgmentprocedures; most understands the cultures of his/her solutions and suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutionsorganizations.

Competencies. The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review. Managing Vision & Purpose Communicates a compelling and inspired vision or sense Patient Focus To have the patient as the focus of core purposeactivities. Customer Focus Is dedicated to meeting the expectations and requirements of internal and external customers; talks beyond todaygets first hand customer information and uses it for improvements in products and services; talks about possibilitiesacts with customers in mind; is optimistic; creates mileposts establishes and symbols maintains effective relationships with customers and gains their trust and respect Performance To work consistently to rally support behind the vision; makes the vision sharable by everyone; can inspire and motivate entire units or organizationsa high professional standard. Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Managerial Courage Doesn't hold back anything that needs Drive For Results Can be counted on to be saidexceed goals successfully; provides currentIs constantly and consistently one of the top performers; very bottom line oriented; steadfastly pushes self and others for results. Diversity To respect all people irrespective of race, directnationality, completeculture, disability irrespective of their age and gender; to support equal and fair treatment and opportunity for all. Leadership Influence, inspire, and "actionable" positive motivate others around them to participate and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessaryaction. Informing Provides the information people need to know to do their jobs and to feel good about being Xxxxxx a member of the team, unit, and/or the organization; provides individuals information so culture that they can make accurate decisions; is timely with information. Planning Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts strives for problems and roadblocks; measures performance against goals; evaluates results. excellence in clinical service provision within allocated resources Decision Quality Makes good decisions (without considering how much time it takes) based upon a mixture of analysis, wisdom, experience, and judgment; most of his/her solutions and suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutions. Priority Setting Spends own time and the time of others on what is important; can quickly sense what will help or hinder when seeking to accomplish goals; eliminates roadblocks; creates focus Problem Solving Uses logic and established processes to solve difficult problems and achieve effective solutions; can see hidden problems; Is excellent at honest analysis; looks beyond the obvious ; doesn’t stop at the first answers • Service Manager SBCS • Clinical Director • Radiation Oncologists, Medical Oncologists & Haematologists • Medical Physicists • Radiation Therapists • Nursing staff • Multi-disciplinary teams • Patients, families & caregivers • Medical staff from other DHBs • Cancer Society • Hospice • University of Otago Medical School • External service providers • Other NGOs The expertise required for a person to be fully competent in the role. Position specific competencies: ESSENTIAL DESIRABLE Education and Qualifications (or equivalent level of learning) • Must hold the fellowship of the Royal Australia and New Zealand College of Radiologists or a similar qualification that can be registered with the Medical Council of New Zealand for the practice of Radiation Oncology. • Be registered as a Medical Practitioner with the Medical Council of New Zealand (MCNZ), or be eligible to apply for provisional vocational registration with MCNZ • Applicant must hold an up to date Annual Certificate of Registration at all times. • Required to have Medical Indemnity Insurance (SDHB has a group scheme with the Medical Protection Society or you may wish to arrange your own cover).

Competencies. The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review. Managing Vision & Purpose Communicates a compelling Customer Focus Is dedicated to meeting the expectations and inspired vision or sense requirements of core purposeinternal and external customers; talks beyond todaygets first hand customer information and uses it for improvements in products and services; talks about possibilitiesacts with customers in mind; is optimistic; creates mileposts establishes and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire maintains effective relationships with customers and motivate entire units or organizationsgains their trust and respect. Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Managerial Courage Doesn't hold back anything that needs Drive For Results Can be counted on to be saidexceed goals successfully; provides current, direct, complete, Is constantly and "actionable" positive consistently one of the top performers; very bottom line oriented; steadfastly pushes self and corrective feedback to others; lets others for results. Role Specific Competencies Motivating Others Creates a climate in which people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly are motivated and directly; is not afraid to take negative action when necessary. Informing Provides the information people need to know want to do their jobs best; can motivate many team or project members; empowers others to achieve desired results; invites input from each person and to shares ownership and visibility; makes each individual feel good about being a member of the team, unit, and/or the organization; provides individuals information so that they can make accurate decisionshis/her work is important; is timely with informationsomeone people like working with. Planning Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; evaluates results. Decision Quality Makes good decisions (without considering how much time it takes) based upon a mixture Interpersonal Savvy Relates well to all kinds of analysispeople, wisdomup, experiencedown, and judgmentsideways, inside and outside the organisation; most builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably. Informing Provides the information people need to know to do their job and to feel good about being a member of histhe team, unit, and/or the organisation; provides individuals with information in a timely manner to make accurate decisions. Within Southern DHB External to Southern DHB • COVID Programme Led/ COVID CNM • National Committees • Nursing/her solutions Midwifery Directors • Local, District and suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutions.Regional Groups • PDRP Coordinator • Professional Nursing/Midwifery Organisations • NETP/NESP Coordinator • Tertiary Providers • Service Manager • Non-Provider Arm

Competencies. The following competencies apply to this position. The employee will be assessed against these as part of their annual performance and development review. Managing Vision & Purpose Communicates a compelling Customer Focus Is dedicated to meeting the expectations and inspired vision or sense requirements of core purposeinternal and external customers; talks beyond todaygets first hand customer information and uses it for improvements in products and services; talks about possibilitiesacts with customers in mind; is optimistic; creates mileposts establishes and symbols to rally support behind the vision; makes the vision sharable by everyone; can inspire maintains effective relationships with customers and motivate entire units or organizationsgains their trust and respect. Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Managerial Courage Doesn't hold back anything that needs Drive For Results Can be counted on to be saidexceed goals successfully; provides current, direct, complete, Is constantly and "actionable" positive consistently one of the top performers; very bottom line oriented; steadfastly pushes self and corrective feedback others for results. Problem Solving Uses rigorous logic and methods to otherssolve difficulty problems with effective solutions; lets people know where they standprobes all fruitful sources for answers; faces up to people problems on any person or situation (not including direct reports) quickly and directlycan see hidden problems; is not afraid excellent at honest analysis; looks beyond the obvious and doesn’t stop at the first answers. Organisational Agility Knowledgeable about how the organisation works; how things get done both through formal channels and the informal network; understands the origin and reasoning behind key policies, practices and procedures; understands the cultures of organisations. Interpersonal Savvy Relates well to take negative action when necessaryall kinds of people – up, down and sideways, inside and outside the organisation; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can defuse even high-tension situations comfortably. Informing Process Management Good at figuring out the process necessary to get things done; knows how to organise people and activities; understand how to separate and combine tasks into efficient work flow; knows what to measure and how to measure it; can see opportunities for synergy and integration where others can’t; can simplify complex processes; gets more out of fewer resources. Developing Direct Reports and Others Provides the information people need to know to do their jobs challenging and to feel good about being a member of the team, unit, and/or the organizationstretching tasks and assignments; provides individuals information so that they can make accurate decisionsholds frequent development discussions; is timely aware of each other person’s career goals; construct compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with informationthe developmental system in the organisation; is a people builder. Planning Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocksroad blocks; measures performance against goals; evaluates results. Decision Quality Makes good decisions Within Southern DHB External to Southern DHB  Medical Directors  Tangata whaiora and Xxxxxx  Clinical Leaders / Directors  Iwi  Nursing / Midwifery Directors   Community Service partners (without considering how much time it takese.g. Police, Corrections, GP Practices and NGOs) based upon  Allied Health Directors  HQSC, national mental health and addiction workforce development organisations  Professional Directors  Mental Health and Addiction Networks  Other Service Managers  Tertiary training institutions such as the University of Otago School of Medicine, Otago Polytechnic, Southland Institute of Technology.  Other Clinical Charge Nurse Managers / Unit Managers  Professional Colleges and registration bodies.  Southern health wide staff Directorate Clinician Management Partnership There is currently a mixture four person multidisciplinary team of analysisprofessional and collaborative leadership within the Mental Health, wisdomAddiction and Intellectual Disability Directorate, experiencenamely the Medical Director, Director of Nursing, Director of Allied Health and General Manager. The Service Manager will work collaboratively with the MHAID Leadership team, Clinical Directors, Professional Leaders and other roles as required, role modelling working in a clinical partnership in day to day service provision and development, and judgment; most of his/her solutions and suggestions turn out longer term planning. Person specification The expertise required for a person to be correct fully competent in the role. Position-specific competencies: Essential Desirable Education and qualifications (or equivalent level of learning)  Registered Health Professional with a current Annual Practicing Certificate.  Post graduate qualification in a relevant field. Experience  Demonstrated and proven ability to provide inspirational leadership and management in a clinical environment that drives service quality development within financial budgets.  Proven experience in budgeting and staffing management.  Knowledge and skills  It is essential that the applicant be an excellent communicator, with strong leadership skills and a high level of interpersonal skills.  Knowledge of the health and disability sector.  Personal qualities  Able to communicate, motivate and influence at all levels.  Ability to “work together” in a collaborative, open and truthful manner.  Solution orientated  Innovative, creative and proactive with the ability to “work smarter”, thinks outside the square and is able to communicate, motivate and influence at all levels.  Accepts responsibility for actions and the ability to learn.  Strong focus on positive outcomes for service users Key Result Areas Key accountabilities Key deliverables Business Planning and Services Delivery  Lead, plan and implement efficient and effective service delivery processes.  Ensure a consumer/patient focus is adopted and maintained at all levels of service management and delivery.  Ensure service delivery complies with Health and Disability sector standards and relevant legislation.  Lead and facilitate service activity and strategic planning for assigned services aligned to the Southern DHB annual planning cycle.  Prepare service activity plans, and provide regular reports regarding progress against plan.  Identify, lead and manage projects to improve service efficiency and effectiveness.  Meet contract performance requirements, reporting variances and adjust service delivery arrangements as necessary in conjunction with the General Manager.  Ensure ongoing assessment of performance against key performance targets, identifying and actioning corrective actions as and if required. Authorised by:  Build and maintain effective relationships and communication mechanisms with service staff, associated clinical and support services, and external agencies as applicable.  Ensure adherence to the Southern DHB delegations of authority across the services.  Develop, implement and audit care pathways and models of care in conjunction with clinical staff.  Effectively utilise Southern DHB information systems and data for analysis of service delivery activities, development of service initiative and reports.  Prepare complete and accurate when judged over monthly management reports for the General Manager within the prescribed time; sought out .  Prepare accurate and comprehensive business cases and/or reports as requested/required by the General Manager.  Negotiate (where applicable) external service/other contracts with in Southern DHB policies, procedures and delegations of authority. Staff Management and Planning  Ensure the service(s) are appropriately staffed.  Best practice human resource standards are met.  Effectively lead and manage assigned staff in order to develop and maintain cohesive and productive team.  Ensure effective communication within service.  Model sound Human Resource practice and, facilitate coaching and performance development for staff, in consultation with Human Resources where appropriate.  Develop a comprehensive staffing plan for all staff groups that recognises potential short comings and identifies strategies to address gaps both short and long term.  Develop a communication strategy that facilitates effectively and timely communication within and across services.  Demonstrate commitment to an open and inclusive working culture emphasising collaboration and teamwork between and among all professional groups and across all services.  Demonstrate sensitivity and lead with a fair and constant approach in all things.  Ensure effective recruitment, orientation, rostering and administration of service staff in accordance with Southern DHB policies.  Ensure timely staff appraisal and feedback structure are in place.  Ensure appropriately budgeted training and development plans are in place for all staff.  Ensure all staff have an up to date annual leave management plan at all times.  Manage employee leave to ensure service demands are matched with the legal requirements for staff to take leave.  Monitor controls and practices to ensure accuracy and timeliness in rostering and payroll transactions and compliance with Onestaff (staff management system)  Achieve budgets for financial year, and develop risk mitigation strategies for unexpected expenditure.  Participate in developing and managing annual and three year capital plan.  Report to General Manager on a monthly basis, financial performance including variations and corrective actions.  Participate in annual budgeting process with General Manager and Business Analyst.  Demonstrate a comprehensive understanding of financial management and report functions.  Manage capital expenditure within annual capital expenditure plans, and in accordance with Southern DHB policies and procedures.  Proactively engage with staff to identify ideas and action plans for service efficiency improvements and cost reduction initiatives. Influence others for advice in the best interests of the service and solutionsSouthern DHB’s business goals.  Ensure costs are managed within budget.  Review external contracts (as applicable) in a timely manner. Ensure compliance is monitored and expenditure contained. Quality and Risk Management  Manage service quality and risk programmes.  Lead and manage certification and accreditation within services.  Xxxxxx a quality improvement culture.  Lead and contribute to service-wide quality and risk programmes and action plans in accordance with Southern DHB Quality and Management Framework.  Understand and identify emerging risks and ensure risk mitigation action plans are developed and followed through.  Ensure compliance with all relevant standards and legislation including health and safety and professional regulations.  Lead and manage service level health and safety programmes including audits of hazards and routine reporting of incidents and accidents.  Manage the service incident reporting and investigation processes, within Southern DHB policies and procedures.  Investigate complaints, incidents and other matters required, reporting outcomes as required including development of action plan to facilitate service development.  Use Balances Scorecard, incidents, complaints and other KPIs to inform service development and improvement opportunities.  Proactively develop new unit or service policies and protocols if required.  Ensure research and/or trial proposals contain complete and comprehensive documentation and that the costs to Southern DHB are fully recoverable and the indemnity covers all Southern DHB risks.  Support and demonstrate the philosophy and practice of an organisational wide systems approach to service and operational processes.