Neonatal Community Outreach Nurse

Job overview

The Neonatal Community Nursing Team currently works together to manage a caseload of neonatal babies discharged from the Neonatal Unit and Post-Natal ward who need follow-up support and enhanced nursing care in the community. They cover 75hrs/week over 7 days including bank holidays. Shift times may vary according to service need and may change with any future developments of the service. They provide home visits across North Lincolnshire. They facilitate Support Groups to maintain contact with infants and promote parental wellbeing. The Neonatal Community Nurses work closely with staff on the Neonatal Unit and Maternity Wards to ensure safe early discharge from hospital for neonatal infants requiring home oxygen, support with feeding and blood tests (although this list is not exhaustive).

The Neonatal Community Nurses work autonomously and are responsible for their own practice within the larger team. Supervision is provided from the Ward Manager and Paediatric Matron.

A full UK driving licence is required for this role.

Main duties of the job

An exciting opportunity has arisen within the community Neonatal Team at Diana Princess of Wales Hospital - Grimsby for a Band 6 Neonatal Nurse.

You will be responsible for providing community follow up to vulnerable neonates post discharge.

You will need expert knowledge and competence assessing and caring for babies with both chronic and acute illness of babies once discharged home. Excellent communication skills with parents, babies families and colleagues are essential.

Detailed job description and main responsibilities

For more detailed information, please read the job description linked below.

As a Trust we are keen to offer and encourage flexible working opportunities to address health and wellbeing and work-life balance for our employees, this will have a positive impact on the care we provide.

Flexible working is part of a wider commitment to improve the quality and experience of working life and we recognise that it is a key contributor for the recruitment and retention of our employees.

We therefore support and encourage open conversations around a specific working pattern to suit your work-life balance or a multi-role career, if it works for you and works for the role, we'll do our best to make it happen.

Local flexible working arrangements are developed in partnership between the line manager and employee in order to ensure equality of access to flexible working, as far as practicable, regardless of role, shift pattern, team or pay, based on: patient/service user and staff experience, service delivery and work-life balance of colleagues.

We are committed to creating and maintaining a fair and supportive working environment and culture, where contributions are fully recognised and valued by all and staff feel empowered to carry out their duties to the best of their abilities. As employers we are committed to promoting and protecting the physical and mental health and well-being of all our staff. This underpins our values as set out in the NHS Constitution, supports us to be an Employer of Choice and ultimately enables our employees to support the effective care of our patients.

We strongly value the different perspectives and ideas a diverse workforce brings to deliver better outcomes for our patients. We welcome applications irrespective of people’s age, disability, sex, gender identity and gender expression, race or ethnicity, religion or belief, sexual orientation, or other personal circumstances.

To learn more about Northern Lincolnshire and Goole NHS Foundation Trust, and discover the unique benefits on offer to employees, view our latest videos, plus more, please visit our recruitment website at https://join.humberhealthpartnership.nhs.uk/

In line with the General Data Protection Regulation (GDPR), the Recruitment & Workforce team will use and hold your personal data for the intended purpose and in line with the Recruitment & Workforce Privacy Statement.

“We are committed to safeguarding the welfare of children/vulnerable adults and expect the same commitment from all staff and volunteers”.

Please be aware that all new employees starting work with us will be charged for the cost of their DBS check, if it is required for their role.

We recognise that candidates may use Artificial Intelligence (AI) tools to support them when preparing their application. Where AI is used, the information provided must remain an accurate and authentic representation of your own skills, knowledge and experience.

AI must not be used to provide false or misleading information or to generate examples that do not reflect your own experience. You should be able to discuss and demonstrate the knowledge, skills and experience included within your application during the recruitment and selection process.

Candidates may be asked to declare whether AI has been used in preparing their application and, where applicable, how it has been used.

Applicant requirements

You must have appropriate UK professional registration.

This post is subject to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020 and it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service.