Practice Manager-Occupational Health

We are seeking a Practice Manager to join our great in-house Occupational Health and Wellbeing team. The Practice Manager will have the responsibility for the safe, effective and efficient management of the Occupational Health function on a day to day basis. They will be responsible for ensuring that the strategy of the Head of Occupational Health and Wellbeing is realised through efficient processes and policies. Ultimately supporting the delivery of the wider People Service strategy.

Key Responsibilities:

To be responsible for the operational performance and service delivery of the Occupational Health function.
To develop and supervise appointment systems and schedules, ensuring that it meets the needs of both the Force and Occupational Health.
Day to day management of the Occupational Health Administration team
To be the Occupational Health contact for all systems, ensuring that they are fit for purpose, current and compliant with relevant standards and legislation. To liaise with internal and external stakeholders e.g. IT, system suppliers to ensure that all relevant training and upgrades are delivered.
To develop and deliver an accurate Occupational Health dataset, ensuring that a suite of reports is available to support operational and strategic delivery.
To monitor and report on compliance with service levels and KPIs, ensuring that standards are met and any non-compliance is managed appropriately.
To provide senior support for the diary management for Occupational Health, ensuring that appointments are maximised, and reports are consistent and produced in line with stated SLAs.
To develop an effective Occupational Health and Wellbeing meeting structure, taking responsibility for the tracking of actions.
To manage the co-ordination of all Ill Health Retirement applications; ensuring that applications are complete, relevant consents have been obtained, and files are compiled for consideration by the Force Medical Advisor (FMA). Where directed by the FMA and/or the Head of Occupational Health and Wellbeing, to commission specialist appointments and/or reports, to inform the Force or Ill Health Retirement process.
To ensure that there are effective monitoring systems in place regarding Ill Health Retirement and Injury on Duty awards, ensuring KPIs are met and all relevant stakeholders are updated as appropriate. Responsibility for the tasking and development of direct report/s.
To manage stakeholder and customer relationships, both internal and external
To implement new business processes that are consistent with best practice
To implement the department strategy & business direction as set by the Head of Occupational Health and Wellbeing
To deliver a philosophy of excellent customer service
To be the operational lead/Business Relationship Owner for all Occupational Health contracts, ensuring that performance is monitored and value for money delivered.
Manage the content of relevant sections of the Force Portal/SharePoint to maximise customer service
To ensure compliance with Health & Safety obligations, and having responsibility for a safe working environment
To undertake and manage projects as required to develop and contribute to the Force Wellbeing Strategy
Day to day management of the Occupational Health budget under direction of Head of Occupational Health and Wellbeing.

Knowledge & Experience

Essential Criteria:

Prior experience of working within, and managing an Occupational Health or relevant clinical function. ·
Degree or equivalent professional qualifications in Occupational Health, Wellbeing, or related Degree or equivalent professional qualifications in Occupational Health, Wellbeing, or related subject
Excellent communication and presentation skills
Ability to work under pressure with competing demands • Able to develop and proactively manage relationships with police managers, key stakeholders and partners/customers

Skills

Qualities and Skills:

Good interpersonal skills
Building and maintaining strong relationships (including commissioning services and working with partners, suppliers and expert advisers)
Inspirational
Influential (both up and down)
Creative
Collaborative
Passionate
Excellent communication skills (both oral and written)
Successfully managing through others

Working Hours:

Working outside of standard office hours may be required. There is a requirement to work flexibly at all times with due regard to prevailing workloads and priorities. Attendance at evening and other out-of-hour meetings as required.

There may be a requirement at times to travel to other locations within the Force area.

Vetting:

Successful applicants will be required to pass Management Vetting and Counter Terrorism Clearance scrutiny prior to commencing their role, this will include a full background & financial disclosure as part of the vetting process.

Medical

Successful applicants will be required to go through a medical assessment which may include a drug and hearing test.

Probationary Policy:
Under the Probation Policy, if you are currently in your probation period, “during your probationary period you will not be permitted to apply for alternative police staff roles within the Force unless there are exceptional circumstances. In such cases, you would require the support of your line manager prior to applying for alternative roles, and if successful, your probationary period will start over.”- Policies - Probation Period (Police Staff) (wmpad.local)

West Midlands Police is a Disability Confident Leader - the highest level an organisation can achieve under the scheme run by the Department of Work and Pensions. As part of our commitment we operate a ‘Disability Confident Interview Scheme’ - all candidates who declare a disability and meet the essential criteria for the role will be offered an interview.

It is important to note that there may be occasions where it is not practicable or appropriate to interview all disabled people who meet the essential criteria for the job. For example: 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. In these circumstances, the employer could select the candidates who best meet the essential criteria for the job, as they would do for non-disabled applicants.

"Diversity and Inclusion Vision: Maximise the potential of people from all backgrounds through a culture of fairness and inclusion to deliver the best service for our communities"