Last Modified: Monday August 8 2022 09:30
Nursing & Healthcare Support Worker Handbook
Hello, and Welcome to Medigig Health Care Services.
We operate a fast-track application and will aim to get you
ready for work as soon as possible.
We will pick up an additional call with you prior to your first shift with us to update you on the agency process, what to expect etc.
Every new applicant will be subject to six months’ probation period.
If you have any questions, please let us know.
Phoebe
Sara Alzahrani-Gadsden
MediGig Team Manager
Please
Note: Due to
government guidance the office will not be accessible to candidates or
clients for face-to-face meetings. We are conducting all interviews and
meetings through video/call facilities.
1. Induction and interview procedures
Brief introduction/ethos of our company:
We are a locally
run nursing agency, by mother and daughter who have 40+ years’ experience
combined in the healthcare industry.
We specialise in
the recruitment of nurses and healthcare professionals for agency cover in
Care/Nursing homes.
OUR imperative
ETHOS is to provide the highest standard of care, only taking on healthcare
professionals who are empathetic, kind, caring, greatly experienced and who
administer the care to a standard that one’s family members would expect.
The reason we are
so thorough in the selection of our healthcare workers, is because we have a
son/brother who has severe autism and have encountered varying experiences in
multiple day care centres and respite care facilities, where the standard of
care sometimes falls below what is expected.
Therefore, we want
to be known to make a positive impact & difference in the industry!
We look forward to
working alongside you!!
Interview process
An appointment is made
for all candidates call (due to Covid-19 restrictions/uncertainty) to discuss
the potential opportunities available to them. During this appointment, an
interview takes place with the registered nurse/healthcare support worker at MediGig,
who has sufficient experience to conduct the interview. The interview consists
of several questions around the knowledge and understanding of the candidate
around clinical practice and morals and ethics, yet also identifies if there have
been any previous issues with employment or professional practice.
Following successful
interview, the candidate is asked to provide the required documents, including
right to work, training certificates and proof of address. These will be
verified, copied, and uploaded to the secure, password-protected database.
Finally, a discussion
takes place between the nurse/healthcare support worker and candidate whereby
company expectations/ethos are relayed and agreed, as are the expectations of
the candidate. The candidate will leave their appointment with a full
understanding of what is expected of them, what they are to expect from MediGig
Healthcare, and an honest timeline of when they can expect to start work.
There are occasions
whereby the candidate will not have been successful following interview.
Reasons for this decision vary, however consist of pending NMC investigations,
pending disciplinary investigations, attitude during interview, unsatisfactory
answers to interview questions, demonstrating insufficient knowledge. Any
unsuccessful candidates will have an explanation immediately after interview.
Induction
Following successful
interview, every candidate will be inducted to MediGig. We believe that all
candidates are valued members of the team and strive to enhance their
experience with us.
Candidates are provided with a staff handbook that outlines company expectations, what they can expect, training matrix, policies, and procedures along with various other useful material. The uniforms can be purchased via the www.medigig.co.uk website, as well as other MediGig merchandise. It is at this point in the journey of the candidate, that the process of payment will be discussed. Current training documents in line with NMS 6.1 will be reviewed, if they cannot be evidenced then the candidate (you) will be asked to complete mandated training.
2.
Job Description
Qualified
Nurse
RGN,
RMN
The
qualified nurse will hold the relevant qualification (Diploma/Bachelor of
Nursing in General Nursing, Mental Health Nursing, Paediatric Nursing or
Learning Disabilities Nursing) and be registered and have an active PIN with
the NMC. They will also need a minimum of 6 months’ post qualifying experience,
demonstrating the ability to deal with challenging situations.
The
qualified nurse will be able to effectively manage the nursing care
requirements for their service users/patients, ultimately ensuring the safety
and wellbeing of people under their care, in accordance with the NMC Code of
Conduct.
Responsibilities:
- Adhere to and maintain the NMC code
of conduct.
- Ensure the well-being of all
service users under their care.
-
Administer medication.
-
Admissions and discharges
-
Work in partnership with the MDT
-
Build rapport with patients and families.
- Report any suspected abuse or
misconduct to a senior member of staff or on call manager.
- Familiarise self and work in accordance
with each company's policies.
- Record daily notes, documenting all
interventions and safeguarding that has been carried out for the individual(s)
- Work with the MDT to promote health and
wellbeing.
- Report any notable changes in
an individual's health to the appropriate professional.
- Assess individuals and take required
action to improve general health and wellbeing.
- Administer medications as prescribed in
accordance with the NMC Code of Conduct
- Compile individual care plans, specific
to the individual.
- Review risk assessments and report
changes to management
- Communicate effectively to individuals,
relatives, and staff.
- Always maintain and preserve dignity
and privacy for individuals.
- Build rapport with staff, offer help, when possible, to the carers.
Healthcare Support Worker Responsibilities
3.
Payroll
You
will be paid weekly on a Friday providing you submit a valid timesheet by the
specified deadline. A working week runs from Monday to Sunday.
The
payroll deadline is Monday 9am. Any timesheet submitted after this time will
not be paid to you on the Friday and will be paid in the following payroll run
(the following Friday) You will always be paid a week in arrears.
NB
all timesheets must be accurate and signed by a respective line manager. If the
timesheet is not accurate, signed or submitted late then you will not be paid
until you have obtained a signature on the Timesheet. We will always endeavour
to pay you in a timely fashion but must make you aware that if any of the above
issues arise – non-accurate timesheets, late submission, timesheets not signed
then you will not be paid in line with the normal specified timelines.
Holiday
PAYE will be accrued based on your average weekly wage and will be paid to you
weekly.
This
will be stated separately on your Payslip.
Payroll is on a scheduled payment run and will be paid into your account anytime between Midnight – 11.59pm on respective pay date.
4.
Timesheets
Timesheets
must be submitted by 9am on a Monday. All and any timesheets must be accurate
and signed off by a line manager. Any timesheet submitted after 9am on a Monday
may not be paid until the following payroll, depending on certain
circumstances, please contact us for more details regarding this.
Breaks must be included in your timesheet submission, unless otherwise agreed by the respective client. This must be signed off by a line manager onsite with MediGig being made aware before timesheet is processed. If you work extra, or finish early please make us aware via email THE SAME DAY. If MediGig is not made aware on the day then the timesheet may not be paid correctly will not be paid.
5.
Professional development, Training &
Insurances
MediGig understand the importance of Continuous Professional
Development and Revalidation, practical and theoretical training. We support
candidates to maintain and develop their knowledge around relevant topics by
providing them with access to mandatory training, as per the health care
training site CPD accredited. The candidate holds the responsibility to know
when their current training is due to expire. This allows time to diaries
training refreshers and ensure training is in date.
The cost
of the mandatory training courses will be covered the candidate (you).
In accordance with the NMC guidance, the candidate will be offered
opportunities to attend peer group meetings to discuss and reflect on sector
specific topics. The registered manager will also support the candidate with
reviewing reflective accounts and any additional support that may be required.
By
law, nurses and midwives must have in place an appropriate indemnity
arrangement to practice and provide care. While the arrangement does not need
to be individually held by the nurse or midwife, it is their responsibility to
ensure that appropriate cover is in force.
MediGig does not provide indemnity insurance, it is therefore the nurses responsibility to ensure they have adequate coverage in place in accordance with the NMC code of practice. MediGig Nursing will require evidence that the nectary insurances are in place prior to engaging the nurse in any temporary assignment.
6. Disciplinary
We
operate on a three-strike rule basis:
-
If you are to cancel a
shift without adequate warning (especially repeat offenders) – this will count
as a strike against you.
-
Complaints from Homes/Clients – if complaints occur more than
twice this will be regarded as a strike. We will also ask for your written
statement/side of the incident at hand.
-
Being rude/impatient with residents or other members of staff is intolerable.
-
Being late consistently.
-
Falling asleep on duty.
-
Disappearing on duty.
-
Walking off shift without justifiable reason.
-
Mobile phones (unless emergency)
These are merely some
examples.
During the candidate’s temporary engagement with MediGig Nursing,
there may be occasions whereby a situation takes place resulting in receipt of
complaint or that professional conduct is at question. Regardless of
circumstances, the candidate will be invited to attend an appraisal with the
registered manager. During this appointment, the candidate will be asked a
series of questions and for their feedback, giving them the opportunity to
discuss their concerns. The registered manager will relay any necessary
information to ascertain the issue.
7. Confidentiality
Agreement
Upon receipt of this handbook, you hereby agree that you will always,
whether or not undertaking work from this Agency and except where such
information is in the public domain:
· maintain
the strictest secrecy with regard to the business affairs of the Employer and its
customers, products and product lists, except to the extent that I may be
authorised to disclose them by the Board of Directors of this Employer, a Court
of Law or any authorised or enforcement agency such as the police, a Regulatory
Body given powers under the Financial Services Act, HM Revenue & Customs,
etc;
· refrain
from revealing or using confidential information regarding systems and
programme design and data for personal gain;
· refrain
from using computer equipment and accessing the Internet except when authorised
to do so and for official employer business as unauthorised usage could result
in damage to the equipment and loss of stored data.
You undertake to familiarise yourself with the data protection
procedures set down by the Employer as a result of the Data Protection Act 1998
and understand that the Employer is obliged as a consequence to view any breach
of these procedures as a serious matter of discipline.
You understand that any breach of this agreement could result in the clients sensitive and confidential data being disclosed to competitive or other interested parties and any such conduct on my part may render me liable to summary dismissal under the disciplinary procedure.
8. Complaints
process
It is MediGig
policy to respond to all enquiries, be it a complaint or a compliment in a
timely fashion. We work tirelessly to ensure that the service provided to
clients and candidates is exemplary we do however acknowledge that problems do
get raised.
We aim to
provide a clear and concise procedure for handling complaints, quickly, fairly
and to ensure a resolution can be agreed.
MediGig are
incredibly open to feedback from clients and candidates alike. Feedback comes
in different forms be it positive, negative or suggestions on improvements. We
will always strive to be better, perform better. Clients are welcomed to give
feedback to nursing staff on their performance along with the performance of MediGig
Nursing. If a client wished to voice a concern about the performance of a nurse,
we have a truly clear process that is followed which is documented below. In
the first instance however they can speak to the registered manager at MediGig
Limited.
If a
client / candidate has a level of concern which cannot be dealt with by the
registered manager then they are welcomed to follow the formal complaints
procedure, outlined below.
Following
a complaint, the below process will be adhered to;
-
Complaint
form completed
-
Reviewed
and acknowledged within 3 working days by registered Manager
-
Where
possible, a solution will be agreed at this stage
-
If
a solution cannot be agreed, it will be escalated to the Managing Director
-
Successful
resolution would then mean a complaint form is completed which includes
preventative measures
-
The
client and candidate record will be updated.
-
The
completed form will be stored in a complaint folder
-
Where
required the complaint will be closed in 14 days. If this cannot be closed down
in 14 days the complaint may be extended by a further 14 days with the
agreement of the complainant
If an
individual feels that their complaint has not been dealt with satisfactorily
then you have the right to complain to the REC. If you have a complaint about
the service received by MediGig then please contact the registered Manager, if
the complaint concerns the registered manager please contact the Managing
Director.
9.Safeguarding
& Protection process
Abuse
Abuse can
occur in various forms:
-
Physical
-
Financial
or material
-
Psychological
or sexual
-
Neglect
-
Discriminatory
abuse or self-harm
-
Inhuman
or degrading treatment, through deliberate intent
-
Negligence
or ignorance (NMS, 8.1)
Prior to
any placement, MediGig will obtain evidence of Safeguarding training, or if not
available, provide the candidate with access to a Safeguarding learning tool.
All nurses must have valid evidence of Safeguarding training, dated within the
last 12 months. This training will be updated annually.
All nurses
follow a code of conduct and have a duty of care to protect people in their
care and members of the public.
Candidates
must refer and adhere to the safeguarding policy of each service user/placement.
MediGig must be informed immediately of any suspected abuse.
Safeguarding contact information
Should the
candidate be dissatisfied with the action taken by the service user, they are
to contact the relevant area to report or seek advice on suspected abuse:
Blaenau
Gwent
Contact Centre - (01495) 315700
Emergency Duty Team for Social Services - 0800 328 4432
Adult Protection Coordinator - (01495) 354613
Police POVA Referral Unit, General Enquiries - (01633) 838111
Bridgend
Adult Safeguarding Team - (01656) 642477
Caerphilly
Social Services - 0808 100 2500
Cardiff
Protection of vulnerable adults (POVA) team - 029 2233 0888
Out-of-hours emergency duty team - 029 2078 8570
Carmarthenshire
Safeguarding Team - (01267) 228944
Careline+ - (01267) 224466 (available 24hrs, 7 days a week)
Merthyr
Tydfil
The Duty Officer, Safeguarding Unit - (01685) 724539
Emergency Duty Team - (01443) 849944 (out of office hours only)
Monmouthshire
South Monmouthshire - 01291 635666.
Abergavenny area - 01873 735885.
Monmouth area - 01600 775100.
Outside of office hours contact the Adult Services Emergency Duty Team -
0800 3284432
Neath
Port Talbot
Social Services - (01639) 765505
Emergency Duty Team - 01639 895455 (out of office hours)
Newport
Duty and Social Work Teams - (01633) 656656
South East Wales Emergency duty team - 0800 328 4432 (Out of Hours)
Pembrokeshire
Adult Protection Team - (01437) 764551 (Monday to Friday during office
hours)
Out of hours - 08708 509508 or the Police - 0845 3302000
Powys
Social Services - 0845 6027050
Police - 08453 302000
Rhondda
Cynon Taf
Adult Protection Coordinator - 01443 425425
Emergency Duty Team - 01443 743665 (outside of office hours)
Swansea
Social Services - (01792) 636854
Torfaen
Safeguarding Unit - (01495) 762200
Vale
of Glamorgan
Contact OneVale - (01446) 700111
Any
person(s) working with MediGig Nursing must contact the office and inform the
Registered Manager, Phoebe Sara AlZahrani-Gadsden/Danielle Lyons, of any
suspected abuse:
Monday to
Friday (8am–6pm) 01792677068
Out of
office hours – 01792677068
Staff@MediGig.co.uk /info@medigig.co.uk
Service
users have a duty of care to inform CIW of any suspected abuse that occurs on
their premises or to those whom they are responsible for their care. However,
to ensure CIW is made aware, MediGig will telephone CIW within 1 working day of
receipt of allegation and follow with an email to confirm the conversation. MediGig
will also make contact with CIW, following receipt of concern from other
parties including the police, NMC, local authorities, whereby an allegation has
been raised. MediGig will commence the complaints process, as outlined in the
Whistle-blowing & complaints policy.
Following
an allegation of abuse, MediGig will contact the candidate and discuss the
allegation. Further to this, a written account will be obtained from the
candidate, providing a factual account of events. MediGig will follow the
complaints policy. Dependant on the nature of the allegation, a decision will
be made, in the best interest of the vulnerable adult and the alleged
perpetrator, as to whether MediGig Limited can continue seeking work for the
candidate until outcome of investigation.
A member
of MediGig shall send written communications to assigned investigating officer,
giving an account of all action(s) taken by MediGig (NMS 8.3).
Suspension of seeking work
Should the
nature of an allegation be determined as a threat to any persons, MediGig will
cease seeking work for the candidate until further notice. The candidate will
have the opportunity to provide MediGig with a written account of events that
will be considered in the investigation and will be invited to meet with a
member of MediGig management.
If the
allegation is proven, MediGig Nursing will terminate the contract for services
and make referral(s) to other necessary parties. If the allegation is
unfounded, the candidate may return to work on completion of appraisal with the
registered manager.
Referral to the NMC
Following
a proven incident of malpractice, incompetence, abuse or any misconduct, MediGig
Nursing will submit a referral to the NMC for further investigation within 24
hours of receiving all required paperwork from the relevant parties involved in
the initial investigation. MediGig will work in partnership with the NMC to
safeguard the public, providing information as necessary for investigation to
take place. Any candidate subject to a NMC referral will be informed via
telephone and receive written confirmation via email (NMS 7.6).
Referral to the Disclosure Barring
Service
There are
two conditions that must be met prior to MediGig Nursing making a referral to
the Disclosure Barring Service.
Condition
1
MediGig
Limited withdraw permission for a person to engage in regulated activity with
children and or vulnerable adults.
Condition
2
MediGig
Limited believes that a candidate has carried out one or more of the following:
-
an
action or inaction that has caused harm or posed risk to a child or vulnerable adult.
-
has
been convicted or cautioned of a relevant offence.
Criminal Offence
10.
Appraisal process
An appraisal will be offered to all active candidates.
The appraisal will take place in the registered address of MediGig
Nursing and the candidate will be appraised by the Registered Manager/Director,
Phoebe Sara Gadsden. An appraisal is an opportunity for the nurse to reflect on
their practice, what is going well, and what areas need development.
During the appraisal, the nurse will also receive all and any
feedback given to MediGig by any respective client that they have been placed
with on a temporary assignment within the previous six months. This feedback
may be in the format of a formal performance review template or feedback can
also be obtained verbally.
A candidate can request an appraisal from MediGig at any time. An
appraisal template will be completed at the end of the appraisal and will be
signed by the registered manager and the nurse being appraised.
At any time, a nurse can be called in by MediGig to be appraised. This usually happens if the practice of a nurse has been brought into question (usually because of a complaint or concern being raised).
11.
Reward & Recognition Policy
DBS
Policy*:
It is your
responsibility to get the DBS certification, however if you would prefer us to
acquire your DBS certification then you will incur a cost of £61.20 (paid back
upon the completion of 30 shifts.)
*Only applicable for those
obtaining a certificate through MediGig.
Referrals*:
BONUS SCHEME £200 FOR REGISTERED NURSES
**£200
BONUS**
NURSE
REFERRAL BONUS SCHEME
IF YOU
REFER A NURSE AND THEY WORK 330 Hours (30 x 12 hour shifts for example) FOR THE
MEDIGIG TEAM, YOU WILL RECIEVE A £200 BONUS. *
PLEASE NOTE: IT IS UP
TO THE REFEREE TO INFORM US WHEN THE 330 hours are COMPLETED!!
REGISITERED NURSES TO BE REFERRED ONLY!
THIS CAN BE UTILISED BY HCSW'S &
RN'S!! E.G. IF A HCSW KNOW'S A NURSE THAT WANTS TO JOIN THE TEAM -
THE HCSW CAN RECIEVE A £200 BONUS IN THEIR PAY.
NURSES TO
BE REFERRED ONLY!
PLEASE
READ CAREFULLY.
£200 bonus in your pay package
after the completion of 330 hours with us.
The RN
referred must have proof of:
- NMC PIN
- Up to
date DBS
- All Up
to date mandatory training documents Moving & Handling etc.
- 6
months at least in nursing position
- Form of
transportation preferable
After
completion of 330 hours, the £200 bonus will be paid to the MediGig worker that
referred them.
It is up
to the MediGig WORKER to inform MediGig Management when the 330 hours are
completed.
*Referral
policy only applies for nurses unbeknown to MediGig.
**Referee
must be an active temporary worker of MediGig.
It
is the responsibility of the nurse to notify MediGig each time the 330 have
been completed. Please allow 14 working days from date of notification for bonus
to be issued.
REFERRAL £100 REWARDS for HCSW's!!
MediGig
recognises high quality HCSW's!!
THEREFORE:
The following
referral bonus package will apply per Healthcare Worker referred to MediGig:
£100 bonus
in your pay package after the completion of 330 hours (30 x 12 hour shifts)
with us.
The HCSW referred must have proof of:
- Up to date DBS
- All Up to date training documents Moving & Handling etc.
- 6 months at least in healthcare
- Their own form of transportation (preferably a car - their own)
After completion of 330 hours the £100 bonus will be paid to the MediGig
Healthcare Support worker that referred them.
It is up to the MediGig WORKER to inform MediGig Management when the 330 hours
are completed.
*Referral
policy only applies for HCSW’s unbeknown to MediGig.
**Referee
must be an active temporary worker of MediGig.
*Subject
to change with notice from MediGig Staff
Training*:
MediGig
Nursing acknowledge the significance of updating mandatory trainings for the
professional development of the nurse as listed below:
·
Equality and Diversity
·
Health and Safety at Work
·
Control of Substances Hazardous to Health
·
Caldicott Principles
·
Fire Safety Awareness
·
Infection Control
·
Food Hygiene
·
Manual Handling - (Includes Practical Session)
·
Basic Life Support including CPR - (Includes Practical Session)
·
Safeguarding Vulnerable Adults (Level 1 & 2)
·
Safeguarding Children (Level 1 & 2)
·
Conflict Management
·
Lone Working
MediGig
Ltd. understands that certificates are required for revalidation purposes. Therefore,
nurses/HCSW’s are required to ensure their training and certificates are
valid/up to date.
www.trainhealthcare.com - for online refresher courses –
you can buy bundles!
We are working on an E-Portal for
refresher training.
*Mandatory training courses are
subject to change.
·
PROVISION
FOR HCSW/RN;s If Client (NURSING/RESIDENTIAL HOME) cancels shift within 3hrs
prior to the assigned shift – there will be a FEE GIVEN of £22 for HCSW &
£45 for RN. You will receive this payment in your PAYE.
Unfortunately, due to the sheer number of last-minute cancellations,
(An unprecedented amount)!!
We unfortunately have no choice but to implement charges for the cancellations as rigid policy (which is NOT the type of company we wanted to be):
They are as follows:
**NURSE,
DAY SHIFT 24hrs notice of cancellation required = £40 deduction out of your
PAYE**
**NURSE,
NIGHT SHIFT 48hrs notice = £50 deduction out of your PAYE**
**HCSW
DAY SHIFT 24hrs notice = £30 deduction out of your PAYE**
**HCSW
Night Shift 48hrs notice = £20 deduction out of your PAYE**
We will
also charge the cancellation fee if we are unable to find alternative cover for
confirmed shift, regardless of how far in advance you cancel.
*Rewards
Policy =
·
If you work 40+ hrs per week
·
& Have NO cancellations on your record for the month
·
you will receive a £100 voucher
· (Vouchers will be different every month/subject to change each month) or cash alternative! *
New Homes referral
Refer a new home to us (Home must state you have referred them) and get £1000 once they have booked and completed 2000 hours with us!!
If
N