Nursing opportunities in North Norfolk
Community Nursing roles in North Norfolk
“I love the freedom and autonomy of community nursing. Being able to provide continuity of care and building relationships with patients and their family that lead to a trusting partnership in care.” Caroline, Community Nurse, North Norfolk
We have flexible, autonomous community nursing roles based in your local community.
We need Registered Nurses to join our dedicated and highly professional team of community nurses in North Norfolk. We have positions available covering various hours over the seven days a week service, with bases at Fakenham Medical Centre and Kelling Hospital, North Walsham Hospital, Brundall Medical Centre, and Hoveton and Wroxham Medical Centre.
Community health and care is one of the most popular with patients and is vital in supporting patients’ recovery.
Deliver personalised care, closer to home and develop a longer-term and more personal relationship with patients and carers, and other professionals.
Staff Engagement at NCH&C
Good staff engagement is good for everyone...
The term ‘staff engagement’ may sound vague, however, it has a specific definition and is something we take very seriously at NCH&C.
NHS Employers defines staff engagement as “a measure of employees’ emotional attachment to their job, colleagues, and organisation, which profoundly influences their experiences at work and their willingness to learn and perform.”
When an organisation has good staff engagement, the impact is easy to see. High levels of engagement create better patient outcomes, higher CQC ratings, and greater patient satisfaction.
We’re always trying to improve on our high standards and so launched our first standalone Staff Engagement Strategy earlier this year, to help us keep making improvements that are measured in the annual NHS Staff Survey and Quarterly Staff Surveys.
At some time or other, most of us will have worked with someone who is really engaged with their job. Loving their work helps them go above and beyond to provide the best care for patients, the best support for their colleagues, and overall be a great advocate and role model for the trust. We’re sure you all know someone who fits that definition, and the impact they have had on you.
Why staff engagement is now more important than ever
Since better staff experiences equal better patient experiences, an engaged workforce is a valuable tool in our ongoing battle against the coronavirus.
Community healthcare trusts are by nature very dispersed, with staff spread across different sites. In 2020, this became even more pronounced, with many people working from home too.
Being unable to connect with each other face-to-face presents challenges for staff engagement. This means we must make even more effort in 2021 to keep ourselves engaged as employees, colleagues, and healthcare professionals.
Staff engagement: everyone’s responsibility
Think of NCH&C as a 2,500-piece puzzle. If just one of those puzzle pieces is missing, it affects those around it, creating a hole in the bigger picture.
While NCH&C is working hard on its staff engagement, we all have a part to play to make the most out of our time at the trust. Staff engagement is an action: it can’t happen to you or for you. Being engaged with our work is a state that we enter, but it is a choice, and it does take a little work.
Remember: staff engagement isn’t just good for the trust. It’s very good for us as individuals, too. There’s plenty of research evidence to show that satisfied staff are happier and healthier, both in work and their personal lives.
So, how do we do it?
When it comes to feeling engaged at work, you get out what you put in. By staying informed and getting involved with the trust’s staff engagement actions, we can all feel more content and valued at work.
Use the Staff Engagement Matrix
The Staff Engagement Matrix is the ultimate resource for staff engagement at NCH&C. It explains what the trust is doing to implement its Staff Engagement Strategy, and how this will positively impact everyday aspects of your job. The matrix also explains how staff can take responsibility for their own engagement, with links to resources to help. Its overall aim is to help colleagues feel empowered. You can download the interactive matrix from the Staff Engagement Intranet page: http://intranet/staff-engagement/
Ask your leaders what they are doing about staff engagement
While we all have a responsibility to take charge of our own engagement, support from our leaders is vital to embed engagement at NCH&C. The trust’s Staff Engagement Framework complements the strategy, and helps managers nurture a healthy and engaged culture within their teams.
Use your representatives at the staff engagement steering group
Each place and directorate have associate members who attend the Staff Engagement Steering Group meetings every other month. The group aims to guide the progress of staff engagement across the trust. Every voice at the steering group is heard and valued, so learning who your local associate member is a great way to ensure you can have your say on further developments of staff engagement.
Follow the staff engagement social media channels
When we’re all so busy, it can be hard to keep up with what’s going on at the trust. By following our social media channels, you can find out what staff engagement initiatives are going on, delivered in bitesize social media posts. Follow us on Twitter @NCHC_Engagement.
Want to find out more about staff engagement? Visit the Intranet page to see the strategy, framework, and staff engagement matrix. Or contact: StaffEngagement@nchc.nhs.uk
Save the date for our Annual General Meeting 2021
NCH&C AGM 2021
NCH&C has announced the date of its Annual General Meeting 2021.
Save the date: Thursday 23 September 2021 in The Curve at The Forum, Millenium Plain, Norwich 10am-12:30pm.
Please join us to hear about the vital role community has played in the pandemic response in Norfolk. You will be able to register your attendance nearer the date.
We’re recruiting Admin Apprentices
Apprenticeships - an amazing way to start your career
At NCH&C, we know that apprenticeships are a brilliant way to start your career in a supported, structured, and focused way. Apprenticeships also allow you to combine work with study meaning that you are employed and paid to work at the same time as studying for a formal qualification.
We offer a number of clinical apprenticeships at various levels for those wanting to develop a career in front line NHS services, but we also have a range of Administration Apprenticeships in many of our teams. These apprenticeships are a brilliant way to get work experience and a qualification whilst working in an interesting and rewarding sector.
An apprenticeship in the NHS can lead to great things. Sam and Aaron both started as Apprentice Administrators and this proved to be an amazing springboard for their careers.
Read more here:
- Chloe, former Admin Assistant Apprentice, now Housekeeper
- Sam, former HR Apprentice, now a Project Manager
- Aaron, former Organisational Development/LEAD Team apprentice, now OD/LEAD Assistant
Apprenticeships are accessible to many people and have different entry requirements depending on the level of the apprenticeship. We have a dedicated team who provide one-to-one support and advice throughout your apprenticeship, to help ensure you gain a permanent role at the end of your apprenticeship.
To be eligible for an apprenticeship you must:
• be aged 16 or over
• have been an EU resident for three or more years
Right now we have the following Apprentice Admin opportunities:
A day in the life of a non-clinical volunteer
“I’m not clinically trained, how much help can I be at a vaccination centre?”
“This was my first thought when I was asked if I could volunteer four hours of my time at the COVID-19 vaccination centre at Norwich Community Hospital on a boiling hot day in early June.
“Turns out, the answer is actually quite a lot! I was welcomed into the centre by a friendly volunteer called Diana, who showed me the layout of the building, including where the toilets and kitchen were, and where I could store my things in a locker. I was working with three other ‘admin’ volunteers (staff who are not clinically trained), two security guards and the vaccinators; and together we gathered for a briefing with the clinical lead in charge of the centre for that day. He ran through a checklist and made sure we all knew what the process would be, and that we were doing second doses of AstraZeneca that day. I was assigned to the front door – Meet and Greet/Front of House!
“At 8:45am we put on our ‘Hello, my name is….’ badges and opened the door to the first few people. I took their temperatures using a forehead thermometer (on which I had a quick lesson before I started), asked people attending if they had any COVID-19 symptoms, asked them to sanitise their hands and then directed them through to my volunteer colleagues who would check them in on the computer system. From there, they went through to another volunteer to be seated in the waiting area ready for receiving their vaccination.
“After about an hour, the queue started to get a bit bigger, so I went outside and thanked everyone for their patience. We were able to get a steady stream of people through the door, but we had to hold every so often as you can only fit 12 people in the waiting area. Nikki, the volunteer in the waiting area section of the centre, would let me know when she was ready for another few people to come through, and so I would only let that number in. That way we prevented people queueing in the centre to allow for social distancing.
“The end of my four hour shift came quickly, and I must say I wasn’t expecting to enjoy it as much as I did. It was great to meet all the people who came through the door, and to be able to contribute to the COVID-19 vaccination programme in a small way.
“I will definitely be volunteering again, and I’d urge my NCH&C non-clinical colleagues to do the same! If you can spare any time at all, please check with your line manager for permission first and then contact the vaccination team to sign up!”
Miranda Gretton, Marketing & Communications Officer at NCH&C
Transforming diabetes care
Transforming diabetes care
Anita Murphy is the diabetes team lead for Norfolk Community Health and Care NHS Trust and regional Genetic Diabetes Nurse for Norfolk, parts of East Anglia and the North East of England.
Here she talks about how a patient’s genetic information can transform their diabetes care:
“The genetic diabetes nurse (GDN) role is an initiative using experienced diabetes specialist nurses to help integrate genetic findings into diabetes care.
“Our role is to increase knowledge about monogenic diabetes, where a patient’s diabetes is caused by a change in a single gene. Monogenic diabetes includes both neonatal diabetes and MODY: maturity onset diabetes of the young.
“Monogenic diabetes accounts for 3.6% of those diagnosed with diabetes under the age of 30 years (Sheilds et al 2017). Owing to a lack of familiarity with monogenic diabetes up to 80% of these patients are initially misdiagnosed as having type 1 or type 2 diabetes which can result in unnecessary insulin treatment and inappropriate clinical care.
“By increasing awareness amongst health care professionals about monogenic diabetes the GDN can assist in identifying patients who may benefit from genetic testing and ensure follow up of family members as appropriate.
“Monogenic diabetes follows an autosomal dominant inheritance pattern, which means that each child born of a parent who has monogenic diabetes has a 50% chance of inheriting this genetic change and developing diabetes themselves. Frequently, patients will have family members who also have diabetes, and they will require review and may need genetic testing themselves.”
“In the monogenic clinic we see people who are referred to us to try to establish if they have monogenic diabetes. This involves an in-depth consultation, and a family history is taken.
“Using skills, I have developed over the years of being a GDN has enabled me to recognise different characteristics and clinical features in order to decide whether a monogenic cause of diabetes is likely. Often the patients we see have had diabetes for a number of years, and many times I have had patients comment that they have always felt their diabetes was different.”
“If a we identify a specific genetic change, then we can recommend the most appropriate treatment. For example, some types of monogenic diabetes are extremely sensitive to sulphonylureas. This oral medication works more effectively than insulin in patients with some forms of monogenic diabetes, (e.g. HNF1A and HNF4A MODY and KCNJ11 neonatal diabetes), many patients have been able to come off insulin therapy and transfer to sulphonylureas with support of their local GDN.
“Patients with monogenic diabetes who can stop insulin and transfer to sulphonylureas need significant support during the period of transition. Many have been misdiagnosed with type 1 diabetes and may have been told they needed insulin injections to survive. Initiating this transition is life-changing for the individual, and for GDNs involved in confirming the correct genetic diagnosis and treatment change, it’s extremely rewarding to be able to make such a positive impact on the patient’s quality of life.
“Involving a genetic diabetes nurse prior to genetic testing can help ensure that the most appropriate patients are referred. As well as considering the patient’s family history, we can also suggest the use of tools such as the MODY probability calculator, which calculates the patient’s likelihood of having monogenic diabetes based on key information. The use of other biochemical tests prior to genetic screening, such as islet autoantibodies or c-peptide can also assist in ensuring that patients are not unnecessarily sent for genetic testing, and the genetic diabetes nurse can advise which tests may be most useful.”
Learning and sharing
“As part of my role, I attend several study days a year held by the world-leading monogenic diabetes team at the Royal Devon & Exeter NHS Foundation Trust. This provides an opportunity to meet up with fellow genetic diabetes nurses, have discussions and share case studies. We have lectures from clinicians and scientists to keep us informed of the latest information regarding monogenic diabetes, and receive feedback from our genetic nurse lead Professor Maggie Shepherd about our role and future planning.
“We also have opportunities to undertake further studies to enhance our work. The genetic diabetes nurse role is supported in undertaking further education. Several years ago I completed a Master’s-level module in genomic counselling, funded by Health Education England which has proved invaluable in both my work with monogenic diabetes and in my diabetes specialist nurse role.”
Making a difference
“The genetic diabetes nurse role is complex and multifaceted, and varies on a daily basis. The ability to blend specialist knowledge of monogenetic diabetes into clinical care is hugely rewarding: being able to present this information in a way that translates into the clinical setting makes a real difference to both patients and clinicians.
“There are GDNs located across the UK – see the Diabetes Genes website for more information. We work closely with the patient’s clinicians and utilise the support of our local clinical genetics’ services. When we require more information about complex cases, we liaise directly with our clinical leads, Professor Maggie Shepherd and Professor Andrew Hattersley.”
“A significant part of my role as a genetic diabetes nurse has always been to raise awareness of monogenic diabetes amongst health professionals. Recently there have been changes to the way we perform our role. The NHS Diabetes Programme, NHS England and NHS Improvement is now expanding its remit to include monogenic diabetes working with the NHS Genomic Medicine Service Alliances. A one-year project has been established to support the improved identification and treatment of monogenic diabetes by utilising the GDN role. Genetic Diabetes Nurses are contacting trusts within their allocated areas to identify a consultant and a diabetes specialist nurse in each trust to local monogenic leads, who can then undergo training in monogenic diabetes and subsequently increase referrals for testing with the support of their allocated Genetic Diabetes Nurse to achieve better outcomes for patients.
“The integration of genomics into mainstream NHS patient pathways will bring new benefits to patients and their families and by helping to establish a lead clinician and nurse in each NHS trust to reduce the unwanted variation of diagnosis of Monogenic diabetes this will help to ensure parity of care and treatment for all people with this condition.”
You can find out more about #GenomicsConversation week here.
World Wellbeing Week
NCH&C’s wellbeing strategy is defined by three commitments:
- protecting time for all staff to access management supervisions
- providing all leaders with workshop training to help them prioritise wellbeing among their teams
- providing all our people with a comprehensive range of wellbeing resources.
We have also appointed our first Wellbeing Guardian, Graham Nice, to champion these wellbeing initiatives at board level.
Wellbeing is a very broad concept, so NCH&C is focussing on five priority areas:
- mental health
- flexible working
- wellbeing training
We have produced five ‘priority on a page’ posters to support these priorities. These explain NCH&C’s commitments, and what staff can expect to see us deliver across these key areas. Click here to find out more in our Wellbeing section of this website.
We are recruiting TEN HCA Apprentices
We need to appoint ten enthusiastic and well-motivated people to Apprentice Health Care Assistant (HCA) positions across Norfolk. As part of this Apprenticeship you will study towards a nationally recognised Healthcare Support Worker Apprenticeship at Level 2 for a 14 month fixed term post.
You will work within ward and community teams, working with patients with various needs providing direct patient care. Excellent communication skills and a supportive approach to team working within the various clinical settings are key. Demonstrating the ability to working within the Trust behavioural framework will be essential to the role.
You will have the ability to manage your own learning supported by the allocated supervisors, Clinical Education Team and Talent for Care team in order to gain new knowledge and skills to benefit them and the service. This is a great opportunity to learn while working in an area with patients with various care needs.
Good interpersonal skills are essential as well as the ability balance academic studies and the work in practice.
What’s it like being a HCA Apprentice at NCH&C? Find out more:
- Hazel Pankhurst – award winning HCA
- Yasmin Moore – My Apprenticeship Journey
- To download our HCA leaflet – click here
Ready to apply? Click here to go to our top tips for your application and then click here to apply.
Opportunities for nurses
Nursing opportunities at NCH&C
Here are some of the roles we have for nurses currently, but do regularly check our vacancies if you have other locations in mind to progress your career in community nursing:
- Staff Nurse, Dereham
- Community Nurse, Norwich
- Community Link Nurse, Brundall
- Children’s Continence Nurse, Norwich
- Children’s Community Learning Disabilities Nurse, Norwich
- Community Specialist Palliative Care Nurse, Norwich
- Associate Community Palliative Care Nurse, Norwich
We pride ourselves on being a great place to work that values its staff. What’s it like to work at NCH&C? Find out more here.
Men’s Health Week 2021
Men's Health Week 2021
In the UK, one man in five dies before he reaches 65. Men are also twice likely to die from COVID-19 than women and are less likely to seek help for medical or mental health issues.
The theme of Men’s Health Week 2021 is the CAN DO Challenge. This week-long challenge is designed to get everyone (especially men) thinking about ways to boost your wellbeing. The Men’s Health Forum has identified five key factors that contribute to wellbeing: connecting with others, being active, noticing the environment around you, discovering new things, and offering support to others. The CAN DO Challenge encourages men to use these five themes and try new things to improve their mental and physical wellbeing.
Ian Bell, Head of Learning Disabilities at NCH&C, offers some great suggestions for CAN DO Challenge activities under the five key themes…
- Connect: Contact a male colleague for no other reason other than to say “hi, how are how are things.” Usually, when we ask people how they are, it’s a precursor to a work conversation. I think men are particularly bad at this sort of thing (but I’d be happy to be wrong about that).
- Be Active: I know many of us became more active as a way of coping with lockdown, so this is a good opportunity to keep up those good habits. Since the weather is warm, try to think twice before hopping into the car.
- Notice: Being outside and closer to nature has been proven to be good for our health. I do an early morning bike ride twice a week and you really feel the benefit, not only of being active but noticing your environment, the changing scenery, seeing wildlife you miss sitting indoors or in the car.
- Discover: Switch up your local walk, run, or cycle route. You could discover something exciting just around the corner in your local area.
- Offer: Here, you could tie all the above points together. Reach out to a friend, family member or neighbour you haven’t spoken to or seen for a while and walk/run/cycle with them.
- I would also promote https://12th-man.org.uk/ as a brilliant local men’s mental health resource, which ticks many of the boxes above if you were to join their 12th Man cycle rides.