EPR Business Change Analyst (EPIC) | Royal National Orthopaedic Hospital NHS Trust
| Posting date: | 25 June 2024 |
|---|---|
| Salary: | Not specified |
| Additional salary information: | £49,178 - £55,492 Per Annum inclusive of HCAS |
| Hours: | Full time |
| Closing date: | 25 July 2024 |
| Location: | Stanmore, HA7 4LP |
| Company: | Royal National Orthopaedic Hospital NHS Trust |
| Job type: | Contract |
| Job reference: | 6425503/392-RNOH-890-B |
Summary
This position entails a pivotal change management role within a crucial workstream of the EPR Programme, specifically focusing on preparing the Royal National Orthopaedic Hospital (RNOH) for the transformative changes necessary to attain the envisioned advantages of a shared Electronic Patient Record. As a key member of the EPR Benefits and Change Management Team, the post holder will drive the execution of the comprehensive cultural and business change agenda associated with the implementation of an Electronic Patient Record (EPIC).
The post holder will prioritise ensuring engagement is at the core of all EPR program activities. Supporting the EPR Business Change Managers, they will take a prominent role in providing input into and executing communication and engagement strategies, and supporting clinical and non
Working closely with the EPR Business and Change Lead and EPR Business Change Managers, the postholder will play an important role in the delivery of the the extensive cultural and business change agenda related to implementing and expanding the electronic health record (Epic) across departments to realize the associated benefits. They will be responsible for supporting and developing both clinical and non-clinical teams, fostering a focus on systems and processes, and ensuring the consistent delivery of high-quality professional training throughout the Trust.
Deliver a programme of work to link clinical and operational services in the Trust and the EPR Programme to ensure that clinical and operational priorities are at the heart of the team's work Track achievement of benefits against the plan, and the delivery of transformational change required, that lead to successful delivery of those benefits.
Work with clinical and operational staff to predict, identify, design and document complex processes related to the Future State provided by EPIC. Maintain excellent knowledge of change management and culture change strategies as they relate to EPR systems, with responsibility for cascading this knowledge by providing expert guidance and advice to members of the EPR teams.
The Royal National Orthopaedic Hospital is continuously building upon our goal to have the best staff experience in the NHS. The NHS measures staff experience against 7 People Promises & 2 Themes.
In our 2023 NHS Staff Survey, the RNOH:
• Scored above national average for the People Promises: We are recognised and rewarded, We are always learning, We work flexibly, We are a team and Staff Engagement theme
• Ranked #1 amongst all trusts in North and Central London for all People Promises & themes
• Ranked #1 amongst all Acute Specialist Trusts for We work flexibly
• Improved our scores for Involvement, Motivation and Fairness in career progression (in regards to protected characteristics e.g. age, gender, race).
We are proud to be building the skills and capacity across our workforce to contribute to a working culture that delivers compassionate leadership, inclusive & equitable practices, supports wellbeing and that enables accessible pathways for career development.
Working for our organisation enables access to a wide range of staff benefits, including:
• 24/7 access to wellbeing support, via our Employee Assistance Programme
• A Rewards & Recognition platform, providing opportunities to thank our colleagues, send gifts and access exclusive discounts
• A dedicated Staff Well being Hub, offering an environment to relax/ nourish ourselves, away from our working environments
• Salary sacrifice schemes for transport (season ticket loans, car & bike), electrical goods and childcare
1. Deliver a programme of work to link clinical and operational services in the Trust and the EPR Programme to ensure that clinical and operational priorities are at the heart of the team's work Track achievement of benefits against the plan, and the delivery of transformational change required, that lead to successful delivery of those benefits.
2. Work with clinical and operational staff to predict, identify, design and document complex processes related to the Future State provided by EPIC.
3. Maintain excellent knowledge of change management and culture change strategies as they relate to EPR systems, with responsibility for cascading this knowledge by providing expert guidance and advice to members of the EPR teams.
4. Developing and managing communication and engagement plans in support of the Trusts EPR Programme ensuring a continual programme of engagement and communications activities are in place.
5. Work with departments to ensure that organisational needs are identified and delivered in systems / services that they are providing.
6. Responsible for ensuring effective process mapping is in place for the development of EPR Applications and ensure a process focus is maintained throughout a project lifecycle.
7. Responsible for ensuring adequate system testing is undertaken in department for the EPR Applications working with the clinical systems and project teams, this includes test execution and co-ordination of user testing.
8. Work with colleagues across the Trust to adapt policies and procedures to fit with new processes, supporting the creation or update of Departmental Standard Operating Procedures.
9. Use change management, Quality Improvement, Agile and Lean techniques where applicable, and promoting the investigation and consideration of effective ways of working / clinical pathways.
10. Engage with key stakeholders, including divisional management teams and clinical leads, to ensure EPR functions in line with clinical pathways and that EPR related benefits are locally owned.
11. Supporting the process where required, of existing “as is” and the design of the “to be” EPR target operating model, including but not limited to process mapping and organisational design.
12. Supporting the achievement of objectives relating to transformational change and benefits realisation, ensuring all change activities will contribute to the benefits realisation plan.
13. The post holder will deliver change management to support the overall Business Change Plan for the implementation of a new Electronic Patient Record across the Trust. The post holder will lead and coordinate change projects across clinical and operational teams using highly developed transformation and change management skills to embed service and cultural change.
14. To initiate and nurture innovation of new ways of working in departments and supporting teams to achieve their objectives through providing tools and techniques to deliver change in an effective and sustainable way. To promote and support the culture change required to embed new ways of working and to support adoption of the technological solutions at the heart of EPR Programme.
15. Managing a range of projects in departments the post holder will ensure that the agreed standardised change management and project management approach is built into all aspects of the programme and that interdependencies are identified and proactively managed.
16. Engaging with Clinical and Operational Teams in the design of clinical and operational pathways whilst taking account of the impact of new technologies and new working environments.
17. Create and report on actionable change management deliverables i.e., engagement plan, readiness plan, resistance management plan, success criteria etc.
18. Identify and analyse risks and issues, identifying mitigation actions relevant to change management plans.
19. Define and measure stakeholder change management success metrics
20. Support the reinforcement of change through analysing feedback, measuring, and celebrating success, identifying gaps in adoption, identifying resistance, taking corrective action
21. Lead and manage improvement initiatives from their inception to successful implementation. This will include the formulation of project plans and reporting structures, agreeing improvement methodologies and the monitoring of progress against agreed milestones and outcomes.
Leadership
1. Support the EPR Business Benefits and Change Lead as well as the EPR Business Change Managers in the delivery of the Business Change relating to the Electronic Patient Record programme.
2. Use structured methodology to execute change and change management activities to transform the service, clinical pathways and operational processes.
3. To provide expert advice both of highly complex and straightforward nature on service redesign and to attend meetings to promote service transformation of a given portfolio where there may be resistance to change
4. Support and help facilitate discussions with clinicians, operational leads and informatics and digital teams using highly developed interpersonal and communication skills
5. Identify, investigate, and resolve complex problems and situations that arise and liaise with those involved
Engagement and Communication
1. Utilise proactive and reactive Engagement & communication strategies as appropriate to ensure that information about the EPR is appropriately disseminated and maximises the reinforcement of positive media messages whilst minimising negative publicity.
1. Be responsible for co-ordinating learning from meetings, visits and events
1. Prepare and present written and oral progress reports setting out progress in relation to the work and learning and alerting the stakeholders to issues requiring discussion and decision.
1. Sustain effective working relationships with the operational and clinical leadership teams across the Trust.
1. Ability to confidently work with, negotiate and motivate clinical and operational staff, and/or other senior managers, especially around discussions and conflict
1. Ability to successfully negotiate and collaborate with others of different skill sets, backgrounds and levels within and external to the organization in sometimes contentious & challenging situations.
1. Support the team to break down barriers and effectively problem-solve in order to produce a quality adoptable product.
1. Identify areas of contention amongst different stakeholder interests relating to the programme of work and develop and employ strategies to pre-empt and handle these issues.
1. Proactively respond to and resolve conflicts if/when they arise
1. Working with Epic and UCLH to ensure that the needs of services are well acknowledged and incorporated in the Epic implementation they deliver.
Information Analysis and Judgement
1. To produce reports that convey highly complex and sensitive information in a concise format.
1. Support the Service in ensuring relevant data collection systems are in place via EPIC reporting systems (and others where applicable) to ensure benefits realisation.
1. To use expert analytical skills to interpret and investigate complex information/data and present in a format that is understandable for all readers and to identify options for improvement and change required including service redesign.
1. Assess the change impact and evaluate user readiness by conducting an documenting impact analyses, assess change readiness and identify key stakeholders.
1. Prioritise projects and assignment objectives, plans, methodologies and targets and apply project management and change management techniques.
1. Plan and organise a broad range of complex activities and formulate and adjust plans as required.
1. Use agreed project management methodology to plan and implement project deliverables, ensuring that targets and milestones are met and delivered on time.
1. Utilise agile working devise effectively
1. Support project team members to develop performance management monitoring systems ensuring long term sustainability of change programmes.
This advert closes on Sunday 7 Jul 2024
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