If you would like to explore the possibility of taking up this Cambridge-based post, please contact the Revd Debbie Ford (Bishop of Ely’s Adviser for Healthcare Chaplaincy) who will be able to give you further information. Ford, Debbie email@example.com
PART A: JOB DETAILS
JOB TITLE: Volunteer Ambulance Chaplain
REPORTING TO: Lead/Co-ordinating Chaplain
BASE: As defined
PART B: JOB SUMMARY
1. To be a ‘listening ear’.
2. To offer personal, practical and spiritual support to all operational and administrative staff members of the Ambulance Service, regardless of their religious faith or none, as a complement to other support networks and the Employee Assistance Programme. This may extend to the families of staff members.
3. To hold all matters concerning his/her work in his/her private prayers for healing and wholeness.
4. To be a ‘critical friend’. To reflect on situations from major strategic decisions with wide implications for staff to the relationships within management/supervisory/team structures.
5. To provide an indicator to managers in relation to morale issues.
6. To act as advocate or friend in certain situations. The Chaplain is independent so can act as a go-between which can often give the break through when relationships have been significantly damaged.
7. To support the EEAST in the event of a major/critical incident. This will be in line with EEAST strategic policy and the civil and emergency disaster plans of the counties within the East of England.
8. To co-ordinate and lead on the conduct of services as appropriate such as weddings, funerals and official services for ambulance service employees.
PART C: KEY RELATIONSHIPS
● Ambulance personnel and families
● Ambulance Managers and Senior Managers
● Other emergency service personnel
● Other chaplaincy colleagues
● Lead / Co-ordinating Chaplain
PART D : JOB SPECIFIC RESPONSIBILITIES
1. To be responsible as the Chaplain for the Station or Area as assigned and to visit staff working within his/her area on a regular basis at a time when the optimum number of operational staff are present on station.
2. To provide appropriate confidential and pastoral support to all levels of operational and administrative staff, when requested. Support is offered impartially and almost always confidentially to all ambulance staff regardless of their religious beliefs or none. This may be through a direct approach or by referral from a supervisor with the agreement of the person concerned.
3. To signpost, where appropriate, resources available from other agencies including other faith communities and their leaders.
4. To develop positive and mutually supportive working relationships with members of management.
5. To establish personal relationships and maintain the role of independent “listener” for operational and administrative staff who seek chaplaincy support.
6. To develop an up-to-date awareness of the structure and culture of the ambulance service and come to understand and appreciate the day to day pressures and stress under which members of the ambulance service work. This will require appropriate contact with operational, administrative and maintenance staff and the regular accompanying of operational crew as they undertake their shifts.
7. To provide assistance in the event of a major incident in line with the EEAST Strategic Policy and the civil and emergency disaster plans of the counties within the East of England.
8. To be aware of the stresses which may affect staff both on and off duty and be available to offer private consultation where requested.
9. To be aware of current ethical and moral issues affecting ambulance personnel.
10. To identify trends which may affect managers and staff and where appropriate, provide an update for the Senior Locality Manager to assist in staff care.
11. To keep the Co-ordinating Chaplain informed of local issues that may have a wider impact.
12. To keep abreast of developments in pastoral care and attend any meetings or training opportunities provided for Ambulance Service Chaplains as required by the Lead/Co-ordinating Chaplain.
13. To refrain from proselytising or evangelising. Although a person of faith, the chaplain will not force their religious beliefs on others or try to gain adherents to their faith.
14. To try to be available when called upon out of hours to deal with matters in his/her remit. Mechanisms should be put in place locally for management and staff to be able to make contact, in an emergency, outside of scheduled visits.
15. In consultation with management, staff and Lead/Co-ordinating Chaplain, arrange and where appropriate, conduct services eg Funerals, Memorial Services.
16. To notify the Co-ordinating Chaplain so that a deputy from amongst the Chaplaincy team is available to support the station in the event of being unable to perform Chaplaincy duties.
17. Given the sensitive nature of ambulance work, to respect confidentiality of any information that may be made known during the course of carrying out the Chaplaincy role, either concerning the public, the organisation or individual staff members.
18. To adhere to the vision, values, policies and procedures of the ambulance service, respecting the equality and diversity of the ambulance service.
19. To avoid conflict of interest and retain their independence from ambulance structures. The chaplain is independent of the East of England Ambulance Service NHS Trust and its Command Structure but will work alongside and liaise with the structures that support ambulance personnel.
20. To retain the distinction between the listening role and that of a counsellor. A chaplain is not a counsellor, however, should he/she have an accredited counselling certificate they may undertake formal counselling apart from their role as a chaplain but this should only be done with the knowledge and consent of the appropriate ambulance department and the Lead/Co-ordinating Chaplain.
21. Whilst it is understood that the services of the chaplain are given voluntary, it is possible that issues may arise from time to time regarding the way in which their services are delivered. Such matters will be dealt with, in the first place, by the Co-ordinating Chaplain. However, the ambulance service reserves the right to terminate the services of a chaplain with immediate effect, giving their reasons in writing to the chaplain, the lead/co-ordinating chaplain and the sending church church/religious authority.
PART E: GENERAL RESPONSIBILITIES
Flexibility: The postholder may be required to work at any of the Trust’s sites in line with service needs.
Infection Prevention and Control: All Trust employees have duties under the “Health and safety at Work etc. Act 1974” which have a bearing on the prevention and control of infection in particular: Staff are expected to understand their responsibilities as outlined in the infection prevention and control policy and related guidelines, comply with all stated systems and maintain their knowledge of infection prevention and control relative to their role.
Confidentiality, Data Protection, Freedom of Information and Computer Misuse: All staff must ensure confidentiality and security of information dealt with in the course of performing their duties. They must comply with and keep up to date with Trust policies and legislation on confidentiality, data protection, freedom of information and computer misuse.
Communication: All staff should be able to communicate effectively with people who use services and other staff, to ensure that the care, treatment and support of people who use services is not compromised.
Health, Safety, Security and risk management: All staff are required to adhere to and act consistently with all relevant health and safety legislation and Trust policies and procedures in order to ensure that their own and the health, safety and security of others is maintained. This will include identifying and reporting all risks to health and safety, security of equipment and property, use of necessary safety devices and protective clothing and the achievement of the Trust’s objectives in accordance with the Trust’s risk management strategy and policies.
Major Incident: In the event of a major incident or civil unrest or other potential large scale service disruptions (e.g. Pandemic) all East of England Ambulance Service NHS Trust employees will be expected to report for duty on notification. All employees are also expected to play an active part in preparation for a major incident, civil unrest or other potential large scale service disruptions (e.g. Pandemic) and to undertake training as necessary.
Business Continuity: All AfC Band 7 postholders and above, are required to ensure that the business continuity management system requirements under their area of responsibility are fully embedded into day to day business processes and that the necessary resources are available. Postholders should promote continual improvement of the Trust’s business continuity management system. This includes communicating the importance of effective business management to their team(s) and direct and support others to contribute to the effectiveness of business continuity. Promote continual improvement of the Trusts business continuity management system.
Equality and Diversity: Actively promote the Trust’s commitment to equality and diversity by treating all patients, colleagues and visitors with dignity and respect and comply with related policies including Equal Opportunities Policy, Dignity at Work Policy, Recruitment and Selection Policy etc.
Mandatory, job related training and CPD: Take a proactive approach to own personal development in order to ensure that skills set is aligned to the demands of the role as it evolves and develops to meet the organisation’s changing needs. This will include full participation in KSF and appraisal.
Safeguarding children and vulnerable adults: All employees have a responsibility for protecting, safeguarding and promoting the welfare of children and vulnerable adults. Further information about the Trust commitment to this and your responsibilities can be sought from the Trust’s Child Protection Leads.
No Smoking Policy: East of England Ambulance Service NHS Trust is a no smoking Trust and all staff must comply with the Trust’s no smoking policy.
Data Quality: It is the responsibility of all employees to ensure data is of a high quality standard, in order to support the Trust in providing a quality service. Data must be accurate, valid, reliable, timely, relevant and complete. For further information on the Trust’s commitment to this, please refer to the Trust’s Data Quality Policy.
Standards of Business Conduct: It is the responsibility of all employees to conduct all business in an honest and ethical manner. The Trust is committed to acting with integrity in all its dealings and relationships and to implementing effective systems to prevent bribery. The Trust will uphold all laws relevant to countering bribery and corruption, including the Bribery Act 2010, in every aspect of its conduct, including its dealings with public and private sector organisations and the delivery of treatment and care to patients. Following the implementation of the Bribery Act 2010, all employees should be aware that if they accept or offer any financial or other advantage, with the intention or knowledge that this is received in order to induce or reward the improper performance of their duties or offered to induce or reward the performance of another person’s duties, they may be guilty of an offence under the Bribery Act 2010. For further information on the Trust’s commitment to this, please refer to the Trust’s Anti-Bribery Policy.
Sustainable Development: EEAST is committed to delivering its services in a more sustainable way, encouraging staff and patients to make sustainable lifestyle choices through awareness campaigns and working with local communities. All employees have a responsibility to ensure the Trust achieves its high standard of sustainable development, and have positive impacts on health, expenditure, efficiency and equality across the six counties of the Eastern region in which it operates.
PART F : STRUCTURE CHART
PART G: PERSON SPECIFICATION
ALL CHAPLAINS MUST:
1. Come from a recognised sending faith organisation, which has a robust training and appointments structure and which gives their formal support for the appointment.
2. Have a firm pathway of review within and accountability to the sending faith organisation.
3. Be trained to a recognised and consistent standard in religious and pastoral care issues.
4. Be able to offer a regular pattern of visits to the station(s) to which they are appointed and at a time when the optimum number of operational staff are present at the station.
5. Be prepared to learn and continue to learn about the role of the ambulance service in serving the community.
6. Be aware of the issues of confidentiality.
7. Be prepared to be called out, especially in the event of a critical or major incident involving mass casualties.
8. Have access to an appropriate means of transport.
IN ADDITION A CHAPLAIN SHOULD BE ABLE TO DEMONSTRATE:
1. Strong interpersonal skills with the ability to get to know and relate to people from all backgrounds in a wide range of situations.
2. An ability to relate sensitively to those of a different tradition or faith to themselves, or to those of no faith at all.
3. Excellent communication and presentation skills, including listening and speaking skills.
4. An interest in and commitment to working within an ambulance environment.
5. A good sense of humour.
6. Impartial and non-judgemental attitude.
7. Good pastoral skills in providing pastoral support across a broad spectrum of the community. An ability to support staff in issues relating to their workplace, their home and personal relationships, should they be shared with the Chaplain.
8. Ability to remain calm and understanding of the pressures and needs in stressful and traumatic situations.
9. Good self-awareness.
10. An ability to reflect on situations and the nature of the work; also an ability to reflect theologically.
11. An ability to work independently with limited supervision but with the judgement to know when to seek advice and support.
12. A team player, ability to work and integrate with colleagues.
13. An ability to work with different staffing levels and management.