PROPOSED POSITION DESCRIPTION
Title: Programme Supervisor Intelligence
Reports to: Systems, Intelligence and Planning Manager
Location: Auckland Regional Public Health Service (ARPHS)
Authorised by: Systems, Intelligence and Planning Manager
Date: July2014
Primary Function:
· Overall responsibility to lead and coordinate at an operational level on a daily basis, a multidisciplinary Intelligence, Planning and Quality Team.
· The key objectives of the team are to provide expertise in business and public health analysis, service planning and reporting, development and support of ARPHS information systems, surveillance, informatics and quality.
· This role works collaboratively with the Professional Leader(s) across the organisation and requires technical leadership of the team in the area of Informatics.
Service Description:
ARPHS delivers public health services on behalf of the three district health boards in the Auckland region. ARPHS is a fully integrated public health unit delivering promotion, protection and screening programmes designed to improve the health and wellbeing of the populations of the Auckland region.
ARPHS Strategic Plan, Service Delivery Plan (SDP) and Annual Operational Plan is the contract by which public health services are delivered and monitored. These plans inform all service, teams and individual work plans.
ARPHS operates under a management /clinical partnership model, with Level 4 managers partnered with a clinician having a specific portfolio. While staff may have operational duties/functions that require interaction with a clinical partner this work is carried out under the manager’s delegated authority only.
Key Accountabilities
In collaboration with relevant medical and management expertise, oversee the development and implementation of:
· Information Management Strategic Plan
· Organisational Quality Plan
· Information Technology road map
· Appropriate reporting plans
Key Result Area / Expected Outcomes/Performance Indicators
Leadership / · Deputise for the L4 manager as required.
· Lead, model and communicate the ARPHS vision and values and goals to deliver a health outcomes focussed culture.
· Actively champion the management of change initiatives and inspire staff to achieve operational goals.
· Demonstrate professional behaviour at all times.
· Work with professional leaders of all relevant disciplines to ensure service delivery is effective. Provide advice and support to the Level 3 and 4 Managers as required.
· Ensure ADHB performance process is efficiently implemented
Planning / · Oversee the development, planning and subsequent implementation of an Information Management Strategic Plan.
· Oversee the development, planning and subsequent implementation of Quality Plan
· Develop an Information Technology Roadmap and ensure regular review
· Oversee the development of an integrated Reporting Plan
Operational Management / · Provide professional leadership and advice to Intelligence, Planning and Quality Team members as required, to ensure effective delivery of the Service Delivery Plan
· Provide oversight of the day to day coordination of staff.
· Work collaboratively with other Programme/Team Supervisors within the Systems, Intelligence, and Planning Team providing support and cover as required.
· Actively seek to build strong supportive work teams.
· Monitor and feedback on team performance in addition to individual performance.
· Ensure all direct reports have an annual performance review and regular one-on-one meetings.
· Monitor and track the progress of staff and identify opportunities for development.
· Ensure career development planning not only assists the individual but also provides for organisational succession planning.
· Work with the Level 4 Manager to monitor and control performance interventions such as disciplinary processes to ensure appropriate outcomes.
· Contribute to staff recruitment and selection processes in conjunction with the Level 4 Manager.
· Support staff to participate in the relevant salary progression/professional development processes.
Stakeholder Engagement / · Maintain open, timely and constructive communication with senior colleagues.
· Develop and maintain positive relationships with key stakeholder groups (both internal and external) and ensure effective two-way communication.
· Model ARPHS values in all interactions with stakeholders, internally and externally.
Professional Practice / · Take a lead role in the development of organisational plans (e.g. ARPHS Service Delivery Plan).
Emergency response / All Auckland Regional Public Health Service employees are expected to respond in an emergency situation to:
· Protect the health of the affected population in a civil defence emergency.
· Contribute to the implementing of response & emergency and pandemic incident response plans.
· Enable the provision of business continuity of the service.
· Participate in rosters to ensure work coverage during response & emergency events.
Treaty of Waitangi and cultural responsiveness / The Auckland Regional Public Health Service is committed to its obligations under the Treaty of Waitangi. As an employee you are required to give effect to the principles of the Treaty of Waitangi – Partnership, Participation and Protection.
Health and Safety / · The Auckland Regional Public Health Service (ARPHS) is committed to achieving the highest standard of health and safety for its staff.
· All employees are expected to take initiative, identify, report and resolve issues that may cause harm to themselves or others in the organisation.
· As an employee of ARPHS, the health and safety of clients and colleagues, as well as your own, are your responsibility.
· You are expected to work safely at all times, to actively participate in health and safety programs in your area. It is expected that you will report all accidents and potential hazards to your manager.
Continuing Professional Development / To be responsible for aspects of own professional development by:
· attending educational opportunities relevant to the role,
· participating in continuous improvement activities such as peer review,
· contributing to the development of ADHB’s workforce within your area of influence,
· demonstrating leadership appropriate to expected level of professional practice,
· actively maintaining competencies relevant to professional standards /accreditation, and
· in partnership, fulfil your own responsibilities within ADHB’s performance review process by:
· completing an annual personal development plan, and
· establishing annual goals, objectives, performance targets and strategies to meet these.
Quality & Risk / The Auckland Regional Public Health Service is committed to the concept of quality improvement. As an employee you are expected to actively participate in quality improvement and risk management, both at a professional level and service level. You are also required to participate in quality and risk programmes as an integral part of your position.
MATTERS WHICH MUST BE REFERRED TO THE SERVICE MANAGER
· significant financial issues
· significant quality or safety issues
· serious clinical standards failure
· any emerging factors that could prevent achievement of the service/s objectives at year end
· any emerging factors that could prevent budget achievement at year end
· any matter that may affect the reputation of the service/s or Auckland District Health Board
Authorities:
This position has delegated authority as per the ADHB Policy Manual
FTE
6.8 FTE Direct Reports / Budget Accountability (if applicable):
Overall budget accountability is the responsibility
Of the Level 4 Manager.
The Programme Supervisor acts in a financially astute manner in the coordination/management of the team in line with limits of the budget.
Relationships
External / Internal / Committees/Groups
§ Ministry of Health
§ Medical Practitioners
§ Other public health staff
§ District Health Boards
§ Other health services including primary care
§ General public
§ Mana whenua / § ARPHS Manager
§ ARPHS Clinical Director
§ Level 4 Managers
§ Programme/Team Supervisors
§ SMOs
§ Team members
§ Other multidisciplinary teams
§ All ARPHS Staff
§ Maori and Pacific Liaison Advisors
§ Other ADHB/ Health Alliance operating units / § Public Health Information Management Systems (PHiMS) Operational Group (co-chair with Clinical Partner)
§ Ad hoc participation as required
Person Specification
Education & Qualifications
/ Essential / DesiredProfessional / · Appropriate Tertiary qualification or equivalent experience in Health Informatics
· Full and current drivers license / · Post graduate qualification
· Public Health qualification
Experience & Knowledge / · Experienced practitioner ( 5 years) with advanced professional expertise in Health Informatics .
· Proven supervision, mentoring, coaching and leadership skills.
· Strong understanding of performance improvement and culture development
· Proven capacity/operational service delivery and planning experience
Computer literacy: Microsoft programmes
· Experienced in team/staff management / · Experienced practitioner ( 5-10 years) with advanced professional expertise in areas of designated responsibility.
· Experience in managing a multidisciplinary team
· Tikanga and Te Reo Maori
· Understanding and application of Maori Public Health Models
Personal Characteristics
· A team player with the ability to motivate and coach people
· Ability to think through issues and identify solutions
· Strong relationship skills
· Ability to influence and support change
· Strong interpersonal and communication skills
· Proactive and takes initiative
· Resourceful and resilient; able to cope under pressure
· Ability to resolve conflict
· The ability to challenge and question the ‘status quo’ (i.e. processes and systems) and facilitate the development of innovative and workable performance improvements
· Outcome/solution focussed
· Systematic, process focused approach
Critical Competencies
Competency / Description
Leadership / § Proven ability to work in partnership and apply this approach to the team, demonstrating a consultative and inclusive management style
§ Leads and supports staff in undertaking new challenges
§ Create a clear picture of the future state and help others to understand how things will be different when future state achieved
§ Developing other peoples’ confidence in leadership through consistent action, values and communications. Establish environment where people can trust each other
§ Using appropriate interpersonal styles and techniques to gain acceptance of ideas or plans; modifying ones own behaviour to accommodate tasks, situations and individuals involved
§ Maintains a competent and credible performance in stressful situations
§ Conveys a clear personal commitment to the objectives of the organisation and a confidence that these can be attained.
Operational / § Ability to facilitate the delivery of service quality outcomes
§ Demonstrate commitment to cross-functional integration
§ Leads and encourages staff to continually improve service delivery
Planning and Organising / § Demonstrates an ability to prioritise and work systematically
§ Establishes a course of action in order to accomplish work goals
§ Utilises good time management skills
Change Management / § Coach and support staff to move through changes
§ Encourages staff to identify and implement ways of improving workplace practices
People Management / § Leads, communicates expectations, provides ongoing feedback and objectively evaluates performance
§ Demonstrated competence in human resource management including recruitment, performance management, conflict management and disciplinary processes
§ Empowers and encourages staff to perform better by setting challenges and providing support and training
Decision making / § Bases decisions on objective analysis of information and issues
§ Demonstrates the ability to make hard decisions, taking into consideration different potential outcomes
§ Sticks by decisions once made
Teamwork / § Actively participates in, and facilitates, team effectiveness taking actions that demonstrate consideration for the feelings and needs of others; being aware of one’s behaviour on others
§ Works effectively with others in the organisation outside the line of formal authority to accomplish organisational goals and to identify and resolve problems
§ Communicates fully and openly
§ Treats others with respect
§ Facilitates goal accomplishment
§ Defines individual and shared responsibilities within the team
§ Accepts and champions the final decision
Values Diversity / § Understand significance of Treaty of Waitangi
§ Display cultural sensitivity
§ Appreciate insights and ideas of all individuals and work effectively with these differences
WORKING FOR ADHB – EXPECTATIONS OF EMPLOYEES
Citizenship
All employees are expected to contribute to the innovation and improvement of Auckland District Health Board as an organisation. This means:
§ Using resources responsibly
§ Models ADHB values in all interactions
§ Maintaining standards of ethical behaviour and practice
§ Meeting ADHB’s performance standards
§ Participating in organisation development and performance improvement initiatives
§ Helping to develop and maintain Maori capability in ADHB, including developing our understanding of the Treaty of Waitangi and ways in which it applies in our work
§ Raising and addressing issues of concern promptly
The Employer and Employee Relationship
We have a shared responsibility for maintaining good employer/employee relationships. This means:
§ Acting to ensure a safe and healthy working environment at all times
§ Focusing our best efforts on achieving ADHB’s objectives
A performance agreement will be reached between the employee and their direct manager and/or professional leader containing specific expectations.
Consumer/Customer/Stakeholder Commitment
All employees are responsible for striving to continuously improve service quality and performance. This means:
§ Taking the initiative to meet the needs of the consumer/customer/stakeholder
§ Addressing our obligations under the Treaty of Waitangi
§ Involving the consumer/customer/stakeholder in defining expectations around the nature of the services to be delivered and the timeframe
§ Keeping the consumer/stakeholder informed of progress
§ Following through on actions and queries
§ Following up with the consumer/customer/stakeholder on their satisfaction with the services
Professional development
As the business of ADHB develops, the responsibilities and functions of positions may change. All staff are expected to contribute and adapt to change by:
§ Undertaking professional development
§ Applying skills to a number of long and short term projects across different parts of the organisation
§ Undertaking such development opportunities as ADHB may reasonably require
Performance measures
To be agreed at a later date by the Systems Intelligence & Planning Manager.
The Programme Supervisor Intelligence will agree an annual performance plan with the Systems, Intelligence and Planning Manager and take part in annual performance reviews.
Variation to position description
This position description describes the accountabilities and requirements of the position and is intended as a guide to the main elements of the role and should not be considered as a complete listing of all duties and tasks that may be undertaken. This position description is not intended to be restrictive and may change as a result of consultation with the post holder or changes internally or externally to the organisation. This position description is subject to review dependent on the needs of the service, any amendments will be discussed with the post holder.
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Programme Supervisor Intelligence PD