ࡱ> QTNOP  bbjbj~~ __NjV  T:::l>:ҕ&000 $`#i x @ #00H$1$1$1 800$1 $1$17l"'& L0ҕW8, &4 $1 ##/ ҕ   X \:   PERSON SPECIFICATION The knowledge to be measured is the minimum needed to carry out the full duties of the job to the required standards. Qualifications should be used to provide an indicator of the level of knowledge required. Training and experience is also a means of acquiring the knowledge required for a job such as on-the-job training, short courses and experience to an equivalent level of knowledge which should be specified. NOTE: Please do not use the number of years experience as this is potentially discriminatory and these will be returned. It is essential that managers concentrate on the sorts of skills and qualities needed to fulfil the duties of the post. Essential criteria must not state or willing to work towards any qualification. ATTRIBUTESESSENTIALDESIRABLEMETHOD OF ASSESSMENTQualifications and/or Knowledge First degree in Psychology, or an equivalent qualification, which confers eligibility for Graduate Basis for Chartered Membership (GBC) of the British Psychological Society. Evidence of a high level of proficiency in English language.Application form and pre employment checks Certificates Interview Experience Experience of paid or voluntary work in a clinical, community or clinical-academic setting exposing the person to client groups and service settings directly relevant to clinical psychology. This experience can be gained in a range of contexts including NHS or University settings, the voluntary sector, or organisations affiliated to the NHS. It follows that a variety of pre-training roles would be relevant, including (but not restricted to) Assistant Psychologist, Research Assistant, Graduate Primary Care Worker, Nursing Assistant, and Healthcare Assistant. Sufficient relevant clinical /clinical-research experience to familiarise the person with working practices in NHS/UK statutory service-settings. Evidence that this experience (as above) engenders realistic expectations of the demands and nature of Clinical Psychology training. Evidence that this experience (as above) has developed an awareness of the contexts in which Clinical Psychology services are usually delivered.Evidence that this experience includes building and sustaining relationships with service users in relevant organisational contexts. Evidence of learning from supervision of clinical practice. Evidence of a capacity to undertake research at a postgraduate level.Application form and interviewAptitude and Abilities Knowledge: Specialist knowledge of clinical psychology acquired through relevant prior experience, undergraduate teaching and/or clinically supervised practice, and the potential to build upon and extend such knowledge through training. Research: A foundation of undergraduate-level knowledge of research design and methodology. Analytical/capacity for formulation: Evidence of potential to formulate and articulate sound judgements based on analysis and interpretation of a range of complex information in clinical work, drawing both on clinical observation and on relevant theoretical models. Information Technology: Familiarity with computer use which may include word- processing, spreadsheets, database programmes, Publisher and PowerPoint. Physical: Capacity to frequently sit in constrained positions for client assessments, group and individual therapy and counselling sessions and clinical supervision.* Communication: Effective communication skills, both orally and in written format.* Evidence of potential to communicate complex, technical and clinically sensitive information to individuals with whom clinical psychologists usually work. This includes both psychologists and fellow professionals, as well as individual clients and their relatives/carers. Evidence of potential to tailor communication in a manner which is congruent with the needs of the recipient, including the needs of clients with a range of emotional difficulties, or who have difficulty in communicating or understanding. Evidence of potential to exercise both appropriate assertion and diplomacy according to the particular situation, with professional colleagues, carers, relatives and clients with a range of challenging emotional difficulties (including hostility). Evidence of potential for good presentation skills suited to both formal and informal settings. Planning: Evidence of organisational potential which enables planning of own workload in relation both to clinical work (eg organise appointments with staff and clients, plan client sessions) as well as academic work (eg teaching and research activities). Evidence of a potential for flexibility in planning: specifically a capacity to monitor, evaluate and adjust plans accordingly over time. Personal: Evidence of ability to form empathic relations with a wide range of clients in a variety of settings. Evidence of an ability to form good and respectful professional working relationships with a wide range of professional colleagues. Evidence of a capacity to reflect constructively on all aspects of own performance (academic, clinical and professional). Evidence of a capacity to reflect realistically on their own strengths and weaknesses. Evidence of receptiveness to academic feedback and clinical supervision, and to apply ideas and knowledge gained from this feedback to current and novel contexts. Evidence of a belief in the possibility of psychological change. Evidence of respect for fairness and diversity. Capacity for frequent extended periods of intense concentration in a range of clinical contexts (eg individual/group therapy, clinical assessments/interviews, clinical supervision) which require active participation which takes account of dynamic processes, and where planning of appropriate responses to these dynamic processes is required. Potential to work effectively under pressure, including working directly with staff and clients who may be highly distressed, analyse data where there may be frequent interruptions, prioritise work, operate a waiting list, meet short deadlines and function within an unpredictable work pattern which requires regular revision of plans. Ability, with appropriate support, to undertake psychological assessment and therapy in an emotionally demanding environment, with frequent exposure to highly distressing or highly emotional circumstances, including situations where sexual abuse, family violence and breakdown, mental illness or terminal ill health may be the focus of psychological intervention. Practical: Ability and willingness to travel across the training region.* Satisfactory Enhanced check with the Disclosure and Barring Service Satisfactory Work Health Assessment Research: Knowledge of basic statistical procedures employed within the field of psychology (including multivariate data analysis). Communication: Ability to speak Welsh Personal: Ability to function well in the context of unexpected or uncertain outcome, or in the absence of guidelines or in novel situations, and to contain anxiety and distress on behalf of others, including other staff within the organisation. Evidence of potential ability to work as a lone worker in circumstances where there may be exposure to severe distress, verbal or physical aggression. Evidence of potential ability to work effectively whilst exposed to unpleasant working conditions including frequent exposure to verbal aggression and occasional exposure to physical aggression. Application form, references and interviewValues Evidence of values that are consistent with the NHS Constitution. Application Form Interview References* After any reasonable adjustments to compensate for disability, including adjustments required to comply with the Equality Act. GENERAL REQUIREMENTS Include those relevant to the post requirements Values: All employees of the Health Board are required to demonstrate and embed the Values and Behaviour Statements in order for them to become an integral part of the post holders working life and to embed the principles into the culture of the organisation. Registered Health Professional: All employees who are required to register with a professional body, to enable them to practice within their profession, are required to comply with their code of conduct and requirements of their professional registration. Healthcare Support Workers: Healthcare Support Workers make a valuable and important contribution to the delivery of high quality healthcare. The national Code of Conduct for NHS Wales describes the standards of conduct, behaviour and attitude required of all Healthcare Support Workers employed within NHS Wales. Health Care Support Workers are responsible, and have a duty of care, to ensure their conduct does not fall below the standards detailed in the Code and that no act or omission on their part harms the safety and wellbeing of service users and the public, whilst in their care. Competence: At no time should the post holder work outside their defined level of competence. If there are concerns regarding this, the post holder should immediately discuss them with their Manager/Supervisor. Employees have a responsibility to inform their Manager/Supervisor if they doubt their own competence to perform a duty. Learning and Development: All staff must undertake induction/orientation programmes at Corporate and Departmental level and must ensure that any statutory/mandatory training requirements are current and up to date. Where considered appropriate, staff are required to demonstrate evidence of continuing professional development. Performance Appraisal: We are committed to developing our staff and you are responsible for participating in an Annual Performance Development Review of the post. Health & Safety: All employees of the organisation have a statutory duty of care for their own personal safety and that of others who may be affected by their acts or omissions. The post holder is required to co-operate with management to enable the organisation to meet its own legal duties and to report any hazardous situations or defective equipment. The post holder must adhere to the organisations Risk Management, Health and Safety and associate policies. Risk Management: It is a standard element of the role and responsibility of all staff of the organisation that they fulfil a proactive role towards the management of risk in all of their actions. This entails the risk assessment of all situations, the taking of appropriate actions and reporting of all incidents, near misses and hazards. Welsh Language: All employees must perform their duties in strict compliance with the requirements of their organizations Welsh Language Scheme and take every opportunity to promote the Welsh language in their dealings with the public. Information Governance: The post holder must at all times be aware of the importance of maintaining confidentiality and security of information gained during the course of their duties. This will in many cases include access to personal information relating to service users. Data Protection: The post holder must treat all information, whether corporate, staff or patient information, in a discreet and confidential manner in accordance with the provisions of the General Data Protection Legislation and Organisational Policy. Any breach of such confidentiality is considered a serious disciplinary offence, which is liable to dismissal and / or prosecution under current statutory legislation and the HB or Trust Disciplinary Policy. Records Management: As an employee of this organisation, the post holder is legally responsible for all records that they gather, create or use as part of their work within the organisation (including patient health, staff health or injury, financial, personal and administrative), whether paper based or on computer. All such records are considered public records and the post holder has a legal duty of confidence to service users (even after an employee has left the organisation). The post holder should consult their manager if they have any doubt as to the correct management of records with which they work. Equality and Human Rights: The Public Sector Equality Duty in Wales places a positive duty on the HB/Trust to promote equality for people with protected characteristics, both as an employer and as a provider of public services. There are nine protected characteristics: age; disability; gender reassignment; marriage and civil partnership; pregnancy and maternity; race; religion or belief; sex and sexual orientation. The HB/Trust is committed to ensuring that no job applicant or employee receives less favour-able treatment of any of the above grounds. To this end, the organisation has an Equality Policy and it is for each employee to contribute to its success. Dignity at Work: The organisation condemns all forms of bullying and harassment and is actively seeking to promote a workplace where employees are treated fairly and with dignity and respect. All staff are requested to report any form of bullying and harassment to their Line Manager or to any Director of the organisation. Any inappropriate behaviour inside the workplace will not be tolerated and will be treated as a serious matter under the HB/Trust Disciplinary Policy. DBS Disclosure Check: In this role you will have * direct / indirect contact with* patients/service users/ children/vulnerable adults in the course of your normal duties. You will therefore be required to apply for a Criminal Record Bureau *Standard / Enhance Disclosure Check as part of the HB/Trusts pre-employment check procedure. *Delete as appropriate. If the post holder does not require a DBS Disclosure Check, delete as appropriate. Safeguarding Children and Adults at Risk: The organisation is committed to safeguarding children and adults at risk. All staff must therefore attend Safeguarding Children & Adult training and be aware of their responsibilities under the All Wales Procedures. Infection Control: The organisation is committed to meet its obligations to minimise infections. All staff are responsible for protecting and safeguarding patients, service users, visitors and employees against the risk of acquiring healthcare associated infections. This responsibility includes being aware of the content of and consistently observing Health Board/Trust Infection Prevention & Control Policies and Procedures. No Smoking: To give all patients, visitors and staff the best chance to be healthy, all Health Board/Trust sites, including buildings and grounds, are smoke free. Flexibility Statement: The duties of the post are outlined in this Job Description and Person Specification and may be changed by mutual agreement from time to time. Job Title: Trainee Clinical Psychologist Supplementary Job Description Information Please complete information on Physical Effort, Mental Effort, Emotional Effort and Working Conditions in order to assist the Job Matching process. Physical Effort This factor measures the nature, frequency and duration of physical effort (sustained effort at a similar level or sudden explosive effort) required for the job. Please ensure any circumstances that may affect the degree of effort required, such as working in an awkward position; lifting heavy weights etc. are detailed, such as: Working in uncomfortable/unpleasant physical conditions; sitting in restricted positions; repetitive movements; lifting heavy weights; manipulating objects; kneeling, crouching, twisting; heavy duty cleaning; working at heights; using controlled restraint; driving as part of daily job - N.B. Walking /driving to work is not included Examples of Typical effort(s)How often per day / week / monthFor how long?Additional CommentsSitting in restricted positions to deliver therapy for prolonged periods. Sitting to input / analyse clinical and research data and clinical reports at a keyboard Frequent, dailyOngoingRepetitive movements when delivering psychometric testing OccasionalLong periodsCarrying psychometric tests and other equipment on home visits or to different clinic locations FrequentShort periodsPossible controlled restraint of clients in some settingsRareShort periods Mental Effort This factor measures the nature, level, frequency and duration of mental effort required for the job, for example, concentration, responding to unpredictable work patterns, interruptions and the need to meet deadlines. Please identify the normal requirement to concentrate in the post and determine, how often and for how long it is required to concentrate during a shift / working day, e.g. : Carrying out formal student assessments; carrying out clinical/social care interventions; checking documents; taking detailed minutes at meetings; operating machinery/equipment; carrying out screening tests/microscope work; carrying out complex calculations; carrying out non-clinical fault finding; responding to emergency bleep; driving a vehicle; examining or assessing patients/clients. Examples of Typical effort(s)How often per day / week / month?For how long?Additional CommentsIntense and sustained concentration when conducting clinical observations, assessments and therapeutic interventions to ensure that the post holder responds in accurately and appropriately to complex information shared by clients, families and other professionals  Frequent OngoingAccurate review, calculation and interpretation of psychometric test data in order to decide on diagnoses or severity and type of clinical problem  Frequent Long periodsConducting complex calculations, in the context of research  Frequent Long periodsRequirement to produce long and complex reports that integrate multiple sources of data that may be contradictory in nature both in the context of clinical and research work  Frequent Long periods Emotional Effort This factor measures the nature, frequency and duration demands of the emotional effort required to undertake clinical or non clinical duties that are generally considered to be distressing and/or emotionally demanding. Please identify how often the post holder has exposure to direct and/or indirect distressing and/or emotional circumstances and the type of situations they are required to deal with. For example, processing (e.g. typing/transmitting) news of highly distressing events; giving unwelcome news to patients/clients/carers/staff; caring for the terminally ill; dealing with difficult situations/circumstances; designated to provide emotional support to front line staff; communicating life changing events; dealing with people with challenging behaviour; arriving at the scene of an accident. N.B. Fear of Violence is measured under Working Conditions Examples of Typical effort(s)How often per week / month?For how long?Additional CommentsIn the context of assessment and therapy, deals with highly distressing and emotional circumstances such as child sexual abuse, family breakdown, serious mental illness FrequentOngoingDuring therapy, listening to and treating people expressing high levels of emotional distress who may express suicidal thoughts and / or communicate suicidal plans. FrequentOngoingDealing with severely challenging behaviour from clients OccasionalShort-termImparting unwelcome or distressing news for example, diagnostic outcomes or psychometric test outcomes. Occasional Short-term Working Conditions This factor measures the nature, frequency and duration of demands on staff arising from inevitably adverse environmental conditions (such as inclement weather, extreme heat/cold, smells, noise and fumes) and hazards, which are unavoidable (even with the strictest health and safety controls), such as road traffic accidents, spills of harmful chemicals, aggressive behaviour of patients, clients, relatives, carers. Please identify unpleasant working conditions or hazards which are encountered in the post holders working environment and establish how often and for how long they are exposed to them during a working day / week / month. Examples are use of VDU more or less continuously; unpleasant substances/non-household waste; infectious material/foul linen; body fluids, faeces, vomit; dust/dirt; fleas/lice; humidity; contaminated equipment or work areas; driving/being driven in normal or emergency situations - *Driving to and from work is not included Examples of Typical ConditionsHow often per week / month?For how long?Additional CommentsSome exposure to unpleasant working conditions: for example, verbal abuse,anger and hostility from clients and their relatives. Occasional / FrequentShort-termSome exposure to hazards for example risk of physical aggression by clients with challenging behaviour or who are intensely distressed. RareShort-term  MANYLEB YR UNIGOLYN Y wybodaeth i'w mesur ywr lleiafswm sydd ei hangen i gynnal dyletswyddau llawn y swydd at y safonau gofynnol. Dylid defnyddio cymwysterau i roi dangosydd o lefel y wybodaeth angenrheidiol. Mae hyfforddiant a phrofiad yn fodd o ennill y wybodaeth angenrheidiol ar gyfer swydd, megis hyfforddiant mewn swydd, cyrsiau byr a phrofiad hyd at lefel gyfwerth o wybodaeth a ddylid ei nodi. SYLWER: Peidiwch defnyddio nifer y blynyddoedd o brofiad, oherwydd gall hyn fod yn wahaniaethol a bydd y rhain yn cael eu dychwelyd. Mae'n hanfodol bod rheolwyr yn canolbwyntio ar y mathau o sgiliau a rhinweddau sydd eu hangen i wneud dyletswyddau'r swydd. Ni chaiff meini prawf hanfodol ddatgan "neu'n fodlon gweithio tuag at" unrhyw gymhwyster. RHINWEDDAUHANFODOLDYMUNOLDULL ASESUCymwysterau a/neu Wybodaeth Gradd gyntaf mewn Seicoleg, neu gymhwyster cyfwerth, sy'n golygu eich bod yn gymwys i gael Aelodaeth Siartredig ar Sail Raddedig (GBC) Chymdeithas Seicolegol Prydain. Tystiolaeth o lefel uchel o hyfedredd o ran y Saesneg.Ffurflen gais a gwiriadau cyn cyflogaeth Tystysgrifau Cyfweliad Profiad Profiad o waith am dl neu waith gwirfoddol mewn lleoliad clinigol, cymunedol neu leoliad clinigol-academaidd, sy'n golygu bod yr unigolyn yn dod i gysylltiad grwpiau cleientiaid a lleoliadau gwasanaethau sy'n uniongyrchol gysylltiedig seicoleg glinigol. Gellir defnyddio'r profiad hwn mewn ystod o gyd-destunau gan gynnwys lleoliadau'r GIG neu'r Brifysgol, y sector gwirfoddol neu sefydliadau sy'n gysylltiedig 'r GIG. Wrth reswm, byddai amrywiaeth o rolau cyn hyfforddi'n berthnasol, gan gynnwys (ond heb fod yn gyfyngedig i) Seicolegydd Cynorthwyol, Cynorthwyydd Ymchwil, Gweithiwr Gofal Cychwynnol Graddedig, Cynorthwyydd Nyrsio a Chynorthwyydd Gofal Iechyd. Profiad clinigol / ymchwil-clinigol digonol a pherthnasol sy'n golygu y bydd yr unigolyn yn gyfarwydd ag arferion gwaith mewn lleoliadau gwasanaethau statudol y GIG/DU. Tystiolaeth bod y profiad hwn (fel uchod) yn arwain at ddisgwyliadau realistig o alwadau a natur hyfforddiant Seicoleg Glinigol. Tystiolaeth bod y profiad hwn (fel uchod) wedi datblygu ymwybyddiaeth o'r cyd-destunau lle caiff gwasanaethau Seicoleg Glinigol eu cynnig fel arfer.Tystiolaeth bod y profiad hwn yn cynnwys meithrin cydberthnasau a'u cynnal gyda defnyddwyr gwasanaeth mewn cyd-destunau sefydliadol perthnasol. Tystiolaeth o ddysgu trwy oruchwylio arfer clinigol. Tystiolaeth o allu i wneud ymchwil ar lefel l-radd.Ffurflen gais a chyfweliadAddasrwydd a Galluoedd Gwybodaeth: Gwybodaeth arbenigol am seicoleg glinigol wedi'i hennill trwy brofiad blaenorol perthnasol, addysgu israddedigion a/neu arfer wedi'i oruchwylio'n glinigol, a'r potensial i adeiladu ar wybodaeth o'r fath ac i'w hehangu trwy hyfforddiant. Ymchwil: Dealltwriaeth sylfaenol ar lefel israddedig am gynllunio ymchwil a'i methodoleg. Dadansoddi/gallu fformiwleiddio: Tystiolaeth o botensial i ffurfio a mynegi dyfarniadau cadarn wedi'u seilio ar ddadansoddi a dehongli ystod o wybodaeth glinigol mewn gwaith clinigol, gan ddefnyddio arsylwi clinigol a modelau damcaniaethol perthnasol. Technoleg Gwybodaeth: Yn gyfarwydd defnyddio cyfrifiaduron a allai gynnwys geirbrosesu, taenlenni, rhaglenni cronfeydd data, Publisher a PowerPoint. Corfforol: Y gallu i eistedd yn gyson mewn ffyrdd cyfyngedig ar gyfer asesiadau cleientiaid, therapi grup ac unigol a sesiynau cwnsela a goruchwyliaeth glinigol.* Cyfathrebu: Sgiliau cyfathrebu effeithiol, yn ysgrifenedig ac ar lafar.* Tystiolaeth o botensial i gyfleu gwybodaeth sy'n gymhleth, yn dechnegol ac a allai fod sensitifrwydd clinigol i unigolion y bydd seicolegwyr clinigol yn gweithio gyda nhw fel arfer. Mae hyn yn cynnwys seicolegwyr a gweithwyr proffesiynol eraill, yn ogystal chleientiaid unigol a'u perthnasau/gofalwyr. Tystiolaeth o'r posibilrwydd o deilwra cyfathrebu mewn ffordd sy'n gyson ag anghenion y derbynnydd, gan gynnwys anghenion cleientiaid sydd ag ystod o anawsterau emosiynol, neu sydd ag anhawster i gyfathrebu neu ddeall. Tystiolaeth o'r potensial i ddefnyddio gwydnwch a diplomyddiaeth yn l y sefyllfa benodol, gyda chydweithwyr proffesiynol, gofalwyr, perthnasau a chleientiaid sydd ag ystod o anawsterau emosiynol heriol (gan gynnwys gelyniaeth). Tystiolaeth o botensial o ran sgiliau cyflwyno da sy'n addas ar gyfer lleoliadau ffurfiol ac anffurfiol. Cynllunio: Tystiolaeth o botensial sefydliadol sy'n caniatu cynllunio eich llwyth gwaith eich hun mewn perthynas gwaith clinigol (e.e. trefnu apwyntiadau gyda staff a chleientiaid, cynllunio sesiynau cleientiaid) yn ogystal gwaith academaidd (e.e. gweithgareddau addysgu ac ymchwil). Tystiolaeth o botensial o ran hyblygrwydd cynllunio: yn benodol, gallu i fonitro, gwerthuso ac addasu cynlluniau'n briodol dros amser. Personol: Tystiolaeth o allu i feithrin cydberthnasau empathig gydag ystod eang o gleientiaid mewn amrywiaeth o leoliadau. Tystiolaeth am allu i feithrin cydberthnasau gweithio proffesiynol da a pharchus gydag ystod eang o gydweithwyr proffesiynol. Tystiolaeth o allu i fyfyrio mewn ffordd adeiladol ar bob agwedd ar eich perfformiad eich hun (academaidd, clinigol a phroffesiynol). Tystiolaeth o allu i fyfyrio mewn ffordd realistig ar eu cryfderau a'u gwendidau eu hunain. Tystiolaeth o barodrwydd i dderbyn adborth academaidd a goruchwyliaeth glinigol, ac i gymhwyso syniadau a gwybodaeth sydd wedi'u hennill o'r adborth hwn i gyd-destunau cyfredol a newydd. Tystiolaeth o gred yn y posibilrwydd o newid seicolegol. Tystiolaeth o barch tuag at degwch ac amrywiaeth. Gallu i ganolbwyntio'n ddwys dros gyfnodau estynedig cyson mewn ystod o gyd-destunau clinigol (e.e. therapi unigol/grup, asesiadau/cyfweliadau clinigol, goruchwyliaeth glinigol) sy'n gofyn am gyfranogiad gweithgar sy'n ystyried prosesau deinamig, a lle bo angen cynllunio ymatebion priodol i'r prosesau deinamig hyn. Potensial i weithio'n effeithiol o dan bwysau, gan gynnwys gweithio'n uniongyrchol gyda staff a chleientiaid a allai fod yn gofidio'n fawr, dadansoddi data lle gallai fod torri ar draws cyson, blaenoriaethu gwaith, gweithredu rhestr aros, bodloni terfynau amser llym a gweithredu o fewn patrwm gwaith cyfnewidiol sy'n gofyn am addasu cynlluniau'n rheolaidd. Y gallu, gyda chymorth priodol, i ymgymryd ag asesu a therapi seicolegol mewn amgylchedd sy'n emosiynol feichus, gyda chysylltiad cyson ag amgylchiadau hynod ofidus neu hynod emosiynol, gan gynnwys sefyllfaoedd lle gallai camdriniaeth rywiol, trais a chwalfa mewn teuluoedd, iechyd meddwl neu salwch terfynol fod yn ffocws ymyrraeth seicolegol. Materion ymarferol: Y gallu a pharodrwydd i deithio ar draws y rhanbarth hyfforddi.* Gwiriad Uwch Boddhaol gyda'r Gwasanaeth Datgelu a Gwahardd Asesiad Iechyd Gwaith Boddhaol Ymchwil: Gwybodaeth am weithdrefnau ystadegol sylfaenol a ddefnyddir ym maes seicoleg (gan gynnwys dadansoddi data aml-amrywedd). Cyfathrebu: Y gallu i siarad Cymraeg Personol: Y gallu i weithio'n dda yng nghyd-destun canlyniadau annisgwyl neu ansicr, neu yn absenoldeb canllawiau neu mewn sefyllfaoedd newydd, ac i leddfu gofid a phryder ar ran eraill, gan gynnwys staff eraill yn y sefydliad. Tystiolaeth o allu posibl i weithio fel gweithiwr unigol mewn amgylchiadau lle gallai fod cysylltiad gofid difrifol, ymosodedd ar lafar neu gorfforol. Tystiolaeth o allu posibl i weithio'n effeithiol gan ddod i gysylltiad ag amodau gwaith annymunol gan gynnwys cysylltiad cyson ag ymosodedd ar lafar a chysylltiad achlysurol ag ymosodeedd corfforol. Ffurflen Gais, geirda a chyfweliadGwerthoedd Tystiolaeth o werthoedd sy'n gyson Chyfansoddiad y GIG. Ffurflen Gais Cyfweliad Geirdaon* Ar l unrhyw addasiadau rhesymol, addasu o ran anabledd, gan gynnwys addasiadau sydd eu hangen i gydymffurfio 'r Ddeddf Gydraddoldeb. GOFYNION CYFFREDINOL Dylech gynnwys y rhai sy'n berthnasol i ofynion y swydd Gwerthoedd: Mae'n ofynnol bod pob gweithiwr y Bwrdd Iechyd yn dangos a chynnwys y Gwerthoedd a Datganiadau Ymddygiad er mwyn iddynt fod yn rhan integredig o fywyd gweithio deilydd y swydd ac i gynnwys yr egwyddorion yn niwylliant y sefydliad. Gweithiwr Proffesiynol Iechyd Cofrestredig: Gofynnir i holl weithwyr y mae gofyn iddynt gofrestru chorff proffesiynol, er mwyn iddynt allu gweithio o fewn eu proffesiwn, gydymffurfio 'u cod ymddygiad a gofynion eu cofrestriad proffesiynol. Gweithwyr Cefnogi Gofal Iechyd: Mae Gweithwyr Cefnogi Gofal Iechyd yn gwneud cyfraniad gwerthfawr a phwysig at ddarparu gofal iechyd o safon uchel. Mae Cod Ymddygiad cenedlaethol GIG Cymru yn disgrifio'r safonau ymddygiad ac agwedd sy'n ofynnol ar bob Gweithiwr Cefnogi Gofal Iechyd a gyflogir yn GIG Cymru. Mae Gweithwyr Cefnogi Gofal Iechyd yn gyfrifol am sicrhau nad yw eu hymddygiad yn disgyn o dan y safonau a ddisgrifir yn y Cod ac nad yw unrhyw weithred neu esgeulustra o'u rhan yn niweidio diogelwch a lles defnyddwyr gwasanaeth a'r cyhoedd, tra eu bod yn eu gofal. Gallu: Ni ddylai deilydd y swydd weithio y tu allan i w lefel gallu diffiniedig ar unrhyw adeg. Os oes pryderon ynghylch hyn, dylai deilydd y swydd eu trafod 'i Reolwr/Goruchwyliwr ar unwaith. Mae gan weithwyr gyfrifoldeb i roi gwybod i w goruchwyliwr/rheolwr os oes ganddynt amheuaeth ynglwn  u gallu i wneud eu dyletswyddau. Dysgu a Datblygu: Mae'n rhaid i bob aelod staff ymgymryd rhaglenni ymsefydlu/ymgynefino ar lefel Gorfforaethol ac Adrannol a rhaid sicrhau bod unrhyw ofynion hyfforddiant statudol/gorfodol yn gyfredol. Os yw'n briodol, gofynnir i staff ddangos tystiolaeth o ddatblygiad proffesiynol parhaus. Arfarnu Perfformiad: Rydym yn ymroddedig i ddatblygu ein staff ac rydych yn gyfrifol am gymryd rhan mewn Adolygiad Datblygu Perfformiad Blynyddol o'r swydd. Iechyd a Diogelwch: Mae gan holl staff y sefydliad ddyletswydd gofal statudol dros eu diogelwch personol eu hunain ac eraill yr effeithir arnynt gan eu gweithredoedd neu esgeulustod. Mae disgwyl i ddeilydd y swydd gydweithredu rheolwyr er mwyn galluogi'r sefydliad i fodloni ei ddyletswyddau cyfreithiol ei hun ac i roi gwybod am unrhyw sefyllfaoedd peryglus neu offer diffygiol. Rhaid i ddeilydd y swydd gadw at bolisau rheoli risg, iechyd a diogelwch a pholisau cysylltiedig y Bwrdd Iechyd. Rheoli Risg: Un o elfennau safonol y rl a chyfrifoldeb holl staff y sefydliad yw eu bod yn cyflawni rl ragweithiol o ran rheoli risg yn eu holl waith. Mae hyn yn cynnwys asesu risg pob sefyllfa, cymryd camau perthnasol ac adrodd ar bob digwyddiad, pethau y bu ond y dim iddynt ddigwydd a pheryglon. Y Gymraeg: Rhaid i bob gweithiwr gyflawni ei ddyletswyddau er mwyn cydymffurfio'n gaeth gofynion Cynllun Iaith Gymraeg ei sefydliad a chymryd pob cyfle i hyrwyddo'r Gymraeg wrth ymwneud 'r cyhoedd. Llywodraethu Gwybodaeth: Rhaid i ddeilydd y swydd fod yn ymwybodol bob amser o bwysigrwydd cadw gwybodaeth sy'n codi yn ystod ei ddyletswyddau yn gyfrinachol ac yn ddiogel. Bydd hyn yn cynnwys mewn sawl achos, gweld gwybodaeth bersonol yn ymwneud defnyddwyr gwasanaeth. Diogelu Data: Rhaid i ddeilydd y swydd drin pob darn o wybodaeth, boed honno'n gorfforaethol, neu'n wybodaeth am staff neu gleifion, mewn modd synhwyrol a chyfrinachol yn unol 'r Ddeddfwriaeth Diogelu Data Cyffredinol a Pholisi'r Sefydliad. Ystyrir unrhyw achos o dorri cyfrinachedd yn drosedd disgyblu difrifol sy'n agored i ddisgyblu a/ neu erlyn dan y ddeddfwriaeth statudol bresennol a Pholisi Disgyblu'r Bwrdd Iechyd. Rheoli Cofnodion: Fel gweithiwr yn y sefydliad hwn, mae deilydd y swydd yn gyfreithiol gyfrifol am yr holl gofnodion y bydd yn eu casglu, eu creu neu'n eu defnyddio fel rhan o'i waith yn y sefydliad (gan gynnwys iechyd cleifion, materion ariannol, personol a gweinyddol) p'un a ydynt ar bapur neu ar gyfrifiadur. Ystyrir pob cofnod o'r fath yn gofnodion cyhoeddus, ac mae gan ddeilydd y swydd ddyletswydd cyfrinachedd gyfreithiol tuag at ddefnyddwyr gwasanaethau (hyd yn oed ar l i weithiwr adael y sefydliad). Dylai deilydd y swydd ymgynghori 'i reolwyr os oes ganddo unrhyw amheuaeth am y ffordd gywir o reoli unrhyw gofnodion y mae'n gweithio gyda nhw. Cydraddoldeb a Hawliau Dynol: Mae Dyletswydd Cydraddoldeb y Sector Cyhoeddus yng Nghymru yn gosod dyletswydd gadarnhaol ar y Bwrdd Iechyd i hyrwyddo cydraddoldeb i bobl a nodweddion gwarchodedig, fel cyflogwr a darparwr gwasanaethau cyhoeddus. Mae naw nodwedd warchodedig: oedran; anabledd; ailbennu rhywedd; priodas a phartneriaeth sifil, beichiogrwydd a mamolaeth; hil; crefydd neu gred; rhyw a chyfeiriadedd rhywiol. Mae'r Bwrdd Iechyd yn ymroddedig i sicrhau nad yw unrhyw ymgeisydd am swydd neu weithiwr yn derbyn triniaeth lai ffafriol ar sail unrhyw un o'r uchod. I'r perwyl hwn, mae gan y sefydliad Bolisi Cydraddoldeb, ac mae angen i bob gweithiwr cyfrannu at ei lwyddiant. Urddas yn y Gwaith: Mae'r sefydliad yn gwrthwynebu pob math o aflonyddu a bwlio ac mae'n ceisio hyrwyddo gweithle lle mae gweithwyr yn cael eu trin yn deg a chydag urddas a pharch. Gofynnir i staff roi gwybod am unrhyw fath o fwlio ac aflonyddu i'w Rheolwyr Llinell neu unrhyw Gyfarwyddwr yn y sefydliad. Ni fydd ymddygiad amhriodol yn y gweithle yn cael ei oddef a bydd yn cael ei drin fel mater difrifol dan Bolisi Disgyblu'r Bwrdd Iechyd. Gwiriad Datgelu DBS: Yn y swydd hon, bydd gofyn i chi gael cyswllt *uniongyrchol / anuniongyrchol * chleifion / defnyddwyr y gwasanaeth / plant / oedolion bregus wrth wneud eich dyletswyddau arferol. Felly, bydd rhaid i chi wneud cais am Wiriad Datgelu Swyddfa Cofnodion Troseddol *Safonol/Uwch fel rhan o weithdrefn wirio cyn cyflogi'r Bwrdd Iechyd. *Dileer fel bo'n briodol Nid oes rhaid i ddeilydd y swydd gael Gwiriad Datgelu DBS, dileer fel bo'n briodol. Diogelu Plant ac Oedolion sydd mewn Perygl: Mae'r sefydliad yn ymrwymedig i ddiogelu plant ac oedolion sydd mewn perygl. Felly, rhaid i'r holl staff felly fynychu hyfforddiant Diogelu Plant ac Oedolion a bod yn ymwybodol o'u cyfrifoldeb dan y Gweithdrefnau Cymru Gyfan. Rheoli Heintiau: Mae'r sefydliad wedi ymrwymo i fodloni ei rwymedigaethau o ran lleihau heintiau. 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Mae'r cyfrifoldeb hwn yn cynnwys bod yn ymwybodol o gynnwys Polisau a Gweithdrefnau Atal a Rheoli Haint y Bwrdd Iechyd a chadw atynt yn gyson. Dim Ysmygu: Er mwyn rhoi'r cyfle gorau i'r holl gleifion, ymwelwyr a staff fod yn iach, mae pob safle'r Bwrdd Iechyd, yn cynnwys adeiladau a thiroedd yn ddi-fwg. Datganiad Hyblygrwydd: Amlinelliad o ddyletswyddaur swydd ywr Disgrifiad Swydd a Manyldeb yr Unigolyn ac efallai y cnt eu newid drwy gytundeb y ddwy ochr o bryd iw gilydd.      CAJE Reference/Date: 2020/0072  PAGE \* MERGEFORMAT 2 CAJE REF: 2020/0072 9aaabbbbbQH> dgdB gd7Nhkd$$Ifl'J( t0J(644 laytY & F;d$If^`;gdYd$If^gdY & F]d$If^`]gdYbbbbbbbbbbbbbbbbbbbbbbbbbbbbbbbbbbbbbbbbbbbǾh7NhD&OJQJ^Jh} h45hh5hrhtmHnHuhx86jhx86Uhh.xh4jhYUhY*bbbbbbbbbbbbbbbbbbbbbbbbbb dgd$a$gd dgdBbb gd7N21h:pt. A!"#$4%9 51h0:ptA .!"4#$%9 51h0:pb$A .!"#$% 51h0:pb$A .!"#$% 21h:pf. 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