Unit B1: Manage and develop a chaplancy service

Gather information about communal and organisational needs

Performance Criteria

• Regular communication is maintained with other team members.
• Regular meetings with other team members for mutual support, appraisal, briefing, theological discussion, training and worship are supported.
• The jobholder's role within the team is recognized and agreed.
• Appropriate assistance and creative criticism is offered to other team members, in order to support their ministries for the well-being of the healthcare organization and the individuals within it.
• Procedures and practices agreed by the team are adopted.
• Availability for mutual support of other team members is ensured.
• Appropriate arrangements for cover during periods of absence or inability to meet agreed commitments are made and communicated to the team co-ordinator.
• The jobholder participates in arrangements to cover the work of colleagues.
• The role of volunteer Chaplaincy helpers is recognized and valued, and appropriate support provided.
  

Team members:
officially appointed and authorized chaplains (part-time & full-time, lay & ordained), voluntary Chaplaincy assistants

Individuals within the healthcare organization:
patients, staff, relatives, carers

• Communication policy, systems and techniques
• Current affairs (national and local) and their impact locally
• Group dynamics
• Information Technology
• Local Appraisal procedures
• Local employment procedures
• Local healthcare strategies and plans
• Local organisational structures, routines and networks
• Models of leadership/ management
• Policy and guidance of relevant Government Department/ Agency
• Policy and guidance of relevant Professional Bodies/ Organisations
• Professional and contractual responsibilities & obligations
• Theological and Philosophical approaches to the chaplaincy team
• Theology relevant to healthcare
• Training opportunities available
  

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Contribute to the effective working of the healthcare community

Performance Criteria:

• The healthcare community is aware of the Chaplaincy role in facilitating support for staff and their families.
• The development of relationships and morale within the organization is encouraged.
• Contribution is made to reconciliation and to the resolution of conflict, or to the effective holding of the tension, between individuals or between individuals and the organization.
• Individuals are supported in their critical analysis of and response to change.
• The Chaplaincy is represented when invited at appropriate organizational functions and social events.
• The healthcare community is supported throughout experience of major incidents
• Appropriate contributions are made to major incident procedures.
• Appropriate contributions are made to staff training and induction.
• Prayer is offered, and known to be offered, regularly for the healthcare organization and its members.
• Infection control procedures are adhered to.
• Confidentiality policies of the healthcare organization are adhered to.
• All reasonable steps are taken to protect individuals from their own and others' aggressive and abusive behaviour.
  

Individuals:
patients, staff, relatives, carers

Major Incidents:
internal, external

Management of Change:
organizational, individual

Underpinning Knowledge

• Confidentiality policy and protocols
• Conflict resolution mechanisms
• Current affairs (national and local) and their impact locally
• Good practice in support following trauma
• Infection control procedures
• Local healthcare strategies and plan
• Local organisational structures, routines and networks
• Major Incident plans and procedures
• Policy and guidance of relevant Government Department/ Agency
• Policy and guidance of relevant Professional Bodies/ Organisations
• Presentation methods
• Professional and contractual responsibilities & obligations
• Theological and Philosophical approaches to the healthcare community
• Theories of Bereavement & Loss
  

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Enable official representatives of religious organizations or voluntary agencies and other professional colleagues to contribute to the care of individuals.

Performance Criteria:

• In communication with representatives of faith groups or other professional colleagues, information about confidentiality and patient rights and their importance is shared and emphasized as appropriate.
• Appropriate public information about the organization, procedures and patterns of care within the institution is provided on request.
• Where individual rights are contravened by representatives of external groups, the visitor is challenged as appropriate, and if necessary the issue is referred to his/her sponsoring organization or the management of the health care organization.
• Information concerning specific individuals is shared only as requested by, or agreed with, the individual in question, and confidentiality is maintained.
• Effective channels of communication with official representatives of religious or voluntary organizations and with other professional colleagues are established and maintained.
• Resources for visitors from outside the organization are provided as necessary and appropriate.
• Where requested by an individual, contact is initiated with representatives of faith groups, voluntary agencies and other organizations or individuals.
  

Official representatives of Religious organizations:
ordained, lay

Voluntary agencies:
CRUSE, CAB, Shelter, MIND, etc.

Professional colleagues:
solicitors, registrars of marriages, social workers, teachers, healthcare professionals, etc.

Public information:
visiting times, organizational policies, procedures, situation and facilities

Resources:
space, material

Individuals:
patients, staff, relatives, carers

• Confidentiality policy and protocols
• Current affairs (national and local) and their impact locally
• Local healthcare strategies and plans
• Local organisational structures, routines and networks
• Local patterns of spiritual care and organisations
• Policy and guidance of relevant Government Department/ Agency
• Policy and guidance of relevant Professional Bodies/ Organisations
• Professional and contractual responsibilities & obligations
• Theological and Philosophical approaches to others' contribution to the care of individuals

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Publicize the chaplaincy service

Performance Criteria:

• Individuals are aware of the identity of the chaplains, the range of Chaplaincy provision, and how to obtain the services of the Chaplaincy.
• Current, clear, consistent and well-presented information about Chaplaincy provision is readily available.
• The Chaplaincy has a high profile within the healthcare organization.
• Appropriate directional signs are provided.
• Current, clear, consistent and well-presented notices are prominently displayed throughout the organization.
• Language and imagery used are sensitive to the values and culture of the organization, and to the values, culture and beliefs of the individuals within it.
• All Chaplaincy team members are appropriately briefed about the jobholder's activity.
• Existing channels of communication are used effectively.
• Channels and procedures for receiving and responding to complaints and comments about Chaplaincy services are in place and appropriately publicized.

Individuals:
patients, staff, relatives, carers

Team members:
officially appointed and authorized chaplains (part-time & full-time, lay & ordained)

Values, cultures and beliefs:
race, sexual orientation, gender, age, religion, politics, ideology, ethnics, intellect

Channels of Communication:
formal, informal notice boards, literature (e.g. Admission Booklets), broadcasting, personal relationships, meetings

Communication with:
Healthcare Management, other members and users of healthcare organization, religious groups within/beyond the organization

• Complaints procedures
• Current affairs (national and local) and their impact locally
• Local healthcare strategies and plans
• Information Technology
• Local organisational structures, routines and networks
• Policy and guidance of relevant Government Department/ Agency
• Policy and guidance of relevant Professional Bodies/ Organisations
• Professional and contractual responsibilities & obligations
• Theological and Philosophical approaches to publicising the chaplaincy service
• Values and culture of the organization and of the individuals within it

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Provide professional support through supervision of chaplaincy team members

Performance Criteria:

• The individual's professional effectiveness in agreed areas is enhanced
• A contract is agreed setting out ground rules, expectations and identified outcomes
• The setting for support ensures appropriate privacy and safety
• Issues of confidentiality are managed in an agreed manner
• Potential areas of confusion between supervision, management and counselling are identified and resolved

Team members:
Officially appointed and authorised chaplains (part-time & full-time, lay & ordained), voluntary chaplaincy assistants

Organisations:
Post holders employing organisation, other healthcare organisations

• Theoretical and practical understanding of model(s) of supervision appropriate to chaplaincy
• Systemic understanding of team dynamics
• Current affairs (national and local) and their impact locally
• Local healthcare strategies and plans
• Local organisational structures, routines and networks
• Policy and guidance of relevant Government Department/ Agency
• Policy and guidance of relevant Professional Bodies/ Organisations
• Professional and contractual responsibilities & obligations
• Theological and Philosophical approaches to professional support through supervision

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