Digital & Transformation Manager
| Posting date: | 30 June 2025 |
|---|---|
| Salary: | Not specified |
| Additional salary information: | Negotiable |
| Hours: | Full time |
| Closing date: | 11 July 2025 |
| Location: | Carnforth, LA6 2HQ |
| Company: | NHS Jobs |
| Job type: | Permanent |
| Job reference: | B0160-25-0047 |
Summary
Job Purpose: The Digital and Transformation Manager will develop strong relationships and engage with a wide range of stakeholders across the locality to ensure collaborative approaches to service development and delivery. In doing so they will improve integration within the broader community services as our network continues to mature. They will be responsible for managing agreed projects with a focus upon developing the partnerships across primary care, community services, social care, mental health, the voluntary sector and secondary care to improve patients quality of care. TRANSFORMATION: Deliver evidence based data to support decision making that includes but is not limited to demand, capacity, utilisation data, staff and patient experience Align areas within the PCN Health Improvement and Neighbourhood Inequalities Plan e.g., Business intelligence, analytical data Supporting Practices to try and achieve maximum achievement of IIF targets and DES requirements Manage contractual requirements on behalf of the Network Co-ordinate the delivery of enhanced services and other service submissions on behalf of the Network To manage the workflow processes in relation to the above To ensure all initiatives are fully scoped and underpinned by a quality improvement methodology To remain up to date with the national and local PCN guidance To coordinate and plan PCN PLT sessions To work with the Clinical Director in ensuring the PCN keeps stabilised and developing in key areas WORKFORCE: Leadership in all areas of HR and the Law required for the role: recruitment, onboarding, induction, training, probationary interviews, appraisals, addressing issues and exit strategies for all new and existing PCN staff Development of annual workforce plans and identifying key ARRS reimbursement roles to add value to the network Annual budgeting of ARRS reimbursement roles and communicating what funds are available to the PCN board Protect and develop existing workforce to meet the identified needs of our patient population Support and or deliver non clinical training Ensure all PCN clinical/administrative staff have access to required training and development and co ordinate this as required to meet required standards Enhance integrated working, building on staff skills and improving capabilities Drive efficiency through individual role proactive workplans DIGITAL: To manage and implement digital tools for the PCN Oversight and alignment of the digital maturity to the PCN Support practices to improve digital accessibility for patients Keep up to date with new digital and IT developments in areas of PCN & practice support i.e., telephony; websites & social media; intranet and clinical delivery patient communication; triage systems; workflow optimisation Develop good working relationships with the ICB and other IT and Digital teams to identify opportunities for support and development To ensure all staff current and newly recruited receive training on the digital tools within the PCN Drive efficiency and minimise waste To deliver information in a nontechnical and engaging way to a range of stakeholders RELATIONSHIPS Be the first point of contact for Practice Managers regarding the delivery of Network projects and schemes Be the first point of contact for the MBCCG and other employers in respect of PCN staffing and ongoing employment topics Communication, relationship building, and presentation skills to actively engage and promote PCN progression with all the team To develop relationships with practice staff, the local primary care team, neighbouring PCNs and other key partners such as the MBCCG to enable good working relationships and promote and share best practice GOVERNANCE: Create and maintain accurate documentation in relation to standard operating procedures, project management and financial income and expenditure. Ensure all members of the PCN works in accordance with the Network Agreement. Work collaboratively with the financial team to provide transparency of PCN spending to the members of the PCN Board and external partners as required. EQUALITY AND DIVERSITY: The post-holder will support the equality, diversity and rights of patients, carers, and colleagues by: Acting in a way that recognises the importance of peoples rights, interpreting them in a way that is consistent with practice procedures, policies, and current legislation. Respecting the privacy, dignity, needs and beliefs of patients, carers, and colleagues. Behaving in a manner which is welcoming. Behaving in a manner that is non judgmental and respects circumstances, feelings, priorities, and rights. Duties will vary from time to time under the direction of the PCN Clinical Director and Board, in agreement with the post holder, dependent on current and evolving practice workload and staffing levels. All staff have an individual responsibility to comply with the organisations policies and practices.