Freedom to Speak Up Guardian | Norfolk Community Health and Care NHS Trust
| Posting date: | 23 January 2026 |
|---|---|
| Salary: | Not specified |
| Additional salary information: | £47,810 - £54,710 pro rata |
| Hours: | Part time |
| Closing date: | 22 February 2026 |
| Location: | Flexible, across trust sites, NR2 3TU |
| Company: | Norfolk Community Health and Care NHS Trust |
| Job type: | Permanent |
| Job reference: | 7758874/839-7758874-RB |
Summary
Freedom to Speak Up Guardian
Are you passionate about fostering an open and transparent workplace culture? If so, this could be the role for you.
Norfolk Community Health and Care NHS Trust and Cambridgeshire Community Services NHS Trust are coming together to form a single organisation in April 2026 and we are seeking a dedicated Freedom to Speak Up Guardian to join our team. In this role, you will act as an impartial and independent advocate for our staff, ensuring that voices are heard and concerns are addressed.
The Freedom to Speak Up Guardian acts impartially to ensure that we provide a safe and inclusive environment for employees and others to speak up, and that we support those who raise concerns, investigate concerns effectively and act on their findings.
Key Responsibilities include:
• Advocacy: Serve as a visible and approachable advocate for staff, encouraging them to speak up about any concerns related to patient safety, quality of care, or workplace culture.
• Support: Provide confidential advice and support to staff who raise concerns, ensuring they feel valued and protected.
• Collaboration: Work closely with senior leaders to promote a culture of openness and transparency, and to address any barriers to speaking up.
• Training: Develop and deliver training programmes to educate staff on the importance of speaking up and the processes involved.
• Analysis: Collect and analyse data related to concerns raised and provide regular reports to our senior leaders
Please see the attached job description and person specification for further detail on the role.
The role is available on a part-time basis, 22.5 hours per week, and it can be undertaken either alongside another role or as a standalone role.
Please note that interviews are planned for 26 February 2026.
Find out more about working for our organisation here:
https://heyzine.com/flip-book/2565ae62eb.html
Please note, the selection processes at Norfolk Community Health and Care NHS Trust are in place to ensure we recruit candidates with the right values and skills, please be advised that the use of AI in applications are monitored. We remain watchful of candidates who misuse these tools to generate an application that doesn’t accurately reflect their skills.
With effect from the 1stApril 2026 Norfolk Community Health & Care NHS Trust will be merging with Cambridgeshire Community Services NHS Trust to form a new organisation. The new Trust will provide a wide range of community health and social care services to over 4 million people, with a budget of circa £380 million and a workforce of over 7,000 people.
Communication & Engagement
1. Responsiblefor thedevelopmentanddelivery ofcommunicationandengagement programmes across both trusts.
2. Responsibleforsensitiveandsupportive engagementwithindividuals, particularlythose who find itdifficulttospeakup
3.Tobeabletouseavarietyofcommunicationskillstoreceivehighlysensitive,complicatedorcontentious informationfrom allstaff,anddeterminehowtohandlethisbeing mindfulofconfidentialityand trustsrequirements.
4.Thepostholder willberequiredtobe the firstpointofcontactforstaff raising concernsunder theFTSU processandmustbeabletorespond appropriatelytothese,escalatingwhererequiredandfulfillingthe FTSUprocess.
5.Take actiontoensurethat all staff havetheskills andknowledgetheyneedtoenablethemtospeakupeffectively,andtosupportotherstodoso
6. TodevelopstrongandopenworkingrelationshipswithseniorleadersandkeyteamssuchasStaffSiderepresentativesandHR tosupporttheFTSUprogramme
Policy & Service Development
7. Tohaveknowledgeofresponsibilitiesrelatedtosafetyandqualitythatteamsandpartners withinandoutsidetheorganisationhold.
8. Tohaveknowledgeoflocalspeakingupprocessesandsourcesofsupportandguidance, including escalationprocesses
9. Tohave knowledge ofwiderFTSUdevelopments,bestpractice,anddirection nationallyeandmakerecommendationsonhow toapplythesetotheorganisationandimplementanyagreedchanges.
10. To haveknowledgeofprocessestoescalate potential patient safetyandqualityissues.
11. Tohave knowledgeofwiderpolicyinitiatives,andsourcesofadditional supportfromotherorganisations,aswellasthosewithin individualorganisations
12. ToreviewandmakeimprovementsofFTSU guidanceand processes
13. Todevelopstrategiesandaction planstoimproveFTSUculture acrosstheorganisation
Information Management
14. Responsiblefor thedevelopmentofmeasuresandindicatorsof localFTSUculture
15. UndertakeassessmentoftheeffectivenessofFTSUprocessesandactivities–analysingdataandinformationtoidentifytrends orpatterns, interpretingthese results andcomparingarange ofpossibleofinterventionswhererequired.
16. Responsiblefor theproductionandpresentationofreportstohelpsenior leaders understandFTSUculture
17. Toholdsenior leaders toaccount, challenging them, andsupporting them inimprovement
Financial Resources & Training
18. ToberesponsibleforthedelegatedbudgetrelatingtoFreedomtoSpeakUp
19. ResponsibleforprovidingtrainingtoFTSUchampionsandothersacrosstheorganisationasrequired.
Personal Development
20. Todemonstratethefollowing FreedomtoSpeakUpvaluesatalltimes:
a. Courage…speakingtruthfullyandchallengingappropriately
b. Impartiality…remaining objectiveandunbiased
c. Empathy…listening wellandactingwithsensitivity
d. Learning…seekingandproviding feedback and lookingforopportunitiestoimprove
21. Tohaveawarenessof, andreflectionon, ownskillsandabilitiesandtrainingneeds
This advert closes on Sunday 8 Feb 2026
Proud member of the Disability Confident employer scheme
Disability Confident
About Disability Confident
A Disability Confident employer will generally offer an interview to any applicant that declares they have a disability and meets the minimum criteria for the job as defined by the employer. It is important to note that in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people. For more details please go to Disability Confident.