NHSCT Principal Occupational Therapist Recovery Service Band 8A

Job details

• Branch: Antrim/Ballymena locality
• Location: Braid Valley Site: Spruce House
• Directorate: Community Care Division
• Functional Area: Occupational Therapy
• Salary: Band 8a (£55,690 - £62,682 )
• Contract Type: Temporary
• Opening Date: 10/07/26
• Closes: Fri, 24 July 2026 @ 3:30 PM
• Interview Dates: To be confirmed.

Notes

Important Information If you are submitting a manual application, please post it to: Recruitment Shared Services, Rosewood Villa, Longstone Hospital Site, 73 Loughgall Road, Armagh, BT61 7PR. Applications received after the advertised closing date/time cannot be considered, so please allow enough time for postage. A waiting list may be created for similar posts that may arise while the waiting list is live, this may include temporary or part-time posts. This will be managed in line with the updated HSC waiting list principles effective from 1 April 2026. Where a part-time waiting list is required, one part-time waiting list will be created- regardless of any specific hours advertised, this waiting list will cover all future vacancies where part-time posts arise. A part-time post is defined as any post that has less than 37.5 hours per week. Please remember to save or print a copy of the job description before submitting your application, as it will not be accessible afterwards. Flexible Working We welcome flexible working requests from day one. All HSC organisations offer a range of flexible working options. The options available for this post will depend on the requirements of the role. Find out more about flexible working options on our website.

Job Description

Principal Occupational Therapist

Recovery Service

Job Description

The Northern Health and Social Care Trust (NHSCT) is responsible for the delivery of safe and effective health and social care (HSC) services to the population of the Northern Trust area in Northern Ireland.

We provide compassionate care with our community in our community. In order to do this we require the commitment of a highly skilled and professional workforce that meets the need of the service.

The diagram below outlines our values and our objectives which support the delivery of compassionate care within our community.

The below diagram details the values and associated behaviours that we expect staff working within Health and Social Care (HSC) to display at all times;

HSC Value

What does this mean?

What does this look like in practice? - Behaviours

Working Together

We work together for the best outcome for people we care for and support. We work across Health and Social Care and with other external organisations and agencies, recognising that leadership is the responsibility of all.

I work with others and value everyone’s contribution

I treat people with respect and dignity

I work as part of a team looking for opportunities to support and help people in both my own and other teams

I actively engage people on issues that affect them

I look for feedback and examples of good practice, aiming to improve where possible

Compassion

We are sensitive, caring, respectful and understanding towards those we care for and support and our colleagues. We listen carefully to others to better understand and take action to help them and ourselves.

I am sensitive to the different needs and feelings of others and treat people with kindness

I learn from others by listening carefully to them

I look after my own health and well-being so that I can care for and support others

Excellence

We commit to being the best we can be in our work, aiming to improve and develop services to achieve positive changes. We deliver safe, high-quality, compassionate care and support.

I put the people I care for and support at the centre of all I do to make a difference

I take responsibility for my decisions and actions

I commit to best practice and sharing learning, while continually learning and developing

I try to improve by asking ‘could we do this better?’

Openness & Honesty

We are open and honest with each other and act with integrity and candour.

I am open and honest in order to develop trusting relationships

I ask someone for help when needed

I speak up if I have concerns

I challenge inappropriate or unacceptable behaviour and practice

JOB DESCRIPTION

JOB TITLE: Principal Occupational Therapist, Recovery Service

Applications are welcome from those seeking a secondment from their current role. Please note that you should have permission to be released from your substantive post from your line manager in advance of applying.

BAND: 8a

DIRECTORATE/DIVISION: Intermediate Care, Community Care Division

INITIAL LOCATION: Spruce House, Braid Valley Hopsital site, Ballymena

REPORTS TO: Professional Head of OT Services / Head of Service for Intermediate Care Pathways and Recovery Service

ACCOUNTABLE TO: Assistant Director Intermediate Care

FLEXIBLE WORKING

PROVISIONS AVAILABLE: Full-time working

JOB SUMMARY

The Principal Occupational Therapist for the Recovery Service will be accountable to the Head of Service for Intermediate Care Pathways and Recovery Services for all matters relating to Occupational Therapy provision within the Recovery Service.

He/ She will be responsible for all aspects of the safe and efficient delivery of Occupational Therapy Services across the range of home based and bed based Intermediate Care pathways, establishing and overseeing a robust professional governance framework. They will be responsible for providing strong managerial leadership and ensuring systematic and comprehensive performance management to facilitate the delivery of targets and priorities established by the Minister, the Departmentof Health, SPPG and the Trust.

The Principal Occupational Therapist for the Recovery Service will support the Head of Service for Intermediate Care Pathways and Recovery Services in the strategic planning and delivery of these services and facilitating multi-disciplinary and inter-agency working to establish effective clinical care pathways and in achieving the most efficient use of resources.

He/ She will oversee/ coordinate practice education placements adhering to regional processes/ documentation as determined by specific Professional Practice Education Facilitators in designated clinical units.

The Principal Occupational Therapist for the Recovery Service will ensure service sustainability to deliver on the Intermediate Care services targets.

KEY RESULT AREAS / MAIN RESPONSIBILITIES

Service Delivery

Assist in the strategic development of Intermediate Care Services across the NHSCT and have responsibility for leadership, clinical governance, service improvement and modernisation of these services.

Lead teams to deliver a comprehensive range of high quality, safe and effective services and achieve all relevant targets.

Provide the leadership and managerial expertise required to secure an appropriate balance between acute hospital and community based services and achieve an integrated approach to supporting timely transfer of care, admission avoidance and reduced lengths of stay.

Ensure that services are delivered to the standard and quality expected by the DHSSPS, Department of Health, SPPG, Regulatory bodies and Trust Board.

Ensure that services are maintained at safe and effective levels, that performance is monitored in accordance with the Trust’s policies and procedures and that corrective action is taken, where necessary, to address deficiencies.

In partnership, work with a range of stakeholders to deliver the best outcomes for patients and clients.

Assist the Head of Service for Intermediate Care Pathways and Recovery Services to liaise with the full range of staff groups and independent and voluntary contractors to ensure service delivery is seamless.

Work collaboratively with the Head of Service for Intermediate Care Community Pathways and Recovery Services and and other colleagues across divisions to ensure the effective and coordinated use of services.

Develop close working relationships with other statutory and community and voluntary agencies in order to maximize the opportunities for mixed economies of care and promoting the independence of patients and clients in community settings.

Ensure a close interface between health and social care and actively promote the development of professional networks across the Trust.

Support Head of Service for Intermediate Care Pathways and Recovery Services in achieving relevant targets and key performance indicators.

Establish a process for the collation of data to ensure compliance with service and budget agreement levels.

Support the Head of Service for Intermediate Care Pathways and Recovery Services in implementing a service improvement programme focused on the key performance targets.

Set and encourage the achievement of standards of excellence in managerial practice and encourage the promotion of a management ethos in which high standards of performance and quality are the norm.

Promote a culture which focuses on the provision of high quality safe and effective care, promotes continuous improvement, allows staff to maximise their potential and is underpinned by honest, open communication and team working across disciplines.

Assist in the development of appropriate mechanisms/forums for accessing the views and facilitating the involvement of service users and carers in the development and delivery of services.

Quality

The post holder will be responsible for assisting in the development of frameworks to ensure that the needs of patients, clients and their carers are at the core of the way the Trust delivers its services.

Ensure that practice and service development is underpinned by the most up to date evidence and research.

Ensure high standards of governance within areas of responsibility including the assessment and management of risk.

Ensure that the services within the post holder’s area of responsibility comply with all professional / regulatory standards and the discharge of statutory functions.

Ensure that robust performance management arrangements are developed and implemented.

Working with the full range of staff groups internally to assist the innovation and change to underpin the modernisation of services within his/her area of responsibility.

Ensure the effective facilitation and quality assurance of pre and post registration education and training, and work with the Departmrnt of Health on the commissioning of education programmes.

Professional Management

Provide professional leadership, advice and support across the Recovery Service.

Ensure that the appropriate processes are in place to support all staff, including professional supervision, performance management, performance review and personal development plans.

Ensure that processes are in place to provide assurance that professional policies, procedures and legislative standards are adhered to across areas of responsibility.

Support the Head of Service for Intermediate Care Community Discharge Services in the development and implementation of workforce plans, to ensure the effective and efficient provision of professional staff in the Division.

Support the Head of Service for Occupational Therapy in the development plan of annual training requirements which will realise the training /education requirements of the workforce across both professional and non-professional grades of staff and influence the regional Commissioning of such programmes.

Strategic Planning and Development

Support the Head of Service for Intermediate Care Pathways and Recovery Services in the development of a strategic plan for the delivery of Occupational Therapy service across the range of intermediate care pathways within the Recovery Service in line with the Trusts Renewing Our Vision programme of reform.

Support the Head of Service for Intermediate Care Pathways and Recocery Services to develop alliances and partnerships with commissioners and relevant internal and external stakeholders to secure their commitment and involvement in the implementation of strategic planning initiatives and targets.

Financial and Resource Management

Implement arrangements to ensure strong financial management of all budgets related to Community Care services within his/her area of responsibility, and in accordance with Standing Financial Instructions, ensuring financial viability is maintained, best value achieved and all financial targets are met.

Participate in contract and service level negotiations with commissioners.

Assist with the development of capital investment strategies within the directorate related to community care services, ensuring these reflect and contribute to meeting targets set by the Trust’s Corporate Plan.

Assist with the identification of cash releasing schemes and meet financial savings as outlined by the Assistant Director.

Contribute to workforce planning and assist in the selection and recruitment of staff in accordance with Trust procedures.

People Management

Provide clear and strategic leadership to staff within the areas of his/her responsibility and ensure a highly skilled, flexible and motivated workforce to provide high quality care.

Contribute to good industrial relations within the Division by ensuring effective communication and working relationships with all staff for which he/she is responsible as well as relevant trade unions/staff organisations.

Actively contribute to the development and implementation of workforce modernisation initiatives within the division.

Ensure that management structures and practices within his/her area of responsibility support a culture of effective team working, continuous improvement and innovation.

Ensure full engagement of all relevant professional staff.

Corporate Management

Contribute to the Trust’s corporate planning, policy and decision making processes, including the implementation of the Trust Performance Management Framework in line with annual schedule, by contributing to the development of a Division of Community Care Services, assisting in the development of Service Plans within his/her remit of responsibility and ensuring all staff within the function agree personal objectives.

Develop structures/frameworks within area of responsibility to ensure corporate ownership of the targets for patient and service user access, quality of care, governance and financial compliance among managers and clinicians.

Develop an accountability and performance management framework with in area of responsibility.

Contribute to the division’s corporate planning, policy and decision-making processes by assisting the Community Service Manager and ensure the Division’s and Trust’s objectives and decisions are effectively communicated.

Provide appropriate, high quality, information to the Community Service Manager, Assistant Director, Director, Chief Executive and Trust Board concerning those areas for which he/she is responsible.

Develop and maintain working relationships with colleagues in own and other directorates to ensure achievement of Trust objectives.

Establish collaborative relationships with external stakeholders in the public, private and voluntary sectors to ensure the Trust effectively discharges its functions.

Contribute to the Division’s corporate governance processes to ensure the development of an integrated governance framework for the Trust that assures safe and effective care for patients and clients and complies with public sector values and codes of conduct, operations and accountability.

Lead by example in practising the highest standards of conduct in accordance with the Code of Conduct for HPSS Managers which states that managers will be expected to work with integrity, honesty and openness, probity, accountability and respect, available on www.dhsspsni.gov.uk or in the HR Policies and Procedures Handbooks held in Divisions.

Leadership

Contribute to the development of Trust strategy and lead the operational management of the relevant part of the division, ensuring priorities meet both corporate and divisional objectives.

Provide line management for the relevant service managers and credible leadership to all staff within sphere of responsibility to ensure the delivery of a patient centred service and to enable the effective sharing of knowledge, ideas and skills through the development of a culture of continuous improvement.

Assist in the interpretation and be responsible for the implementation of relevant national and Trust policies, to ensure policy translates into practice.

Be responsible for the development of relevant policies and contribute to the development of Trust policies where appropriate.

Promote positive working relationships in order to understand the implications of service developments or changes for other parts of the Division/Trust.

Ensure strong professional leadership of service development.

Facilitate the development of robust mechanisms for consistent communication with clinical and other relevant staff to enable them to influence the health agenda.

Implement and maintain standards of practice consistent with the standards of the relevant professional bodies.

GENERAL MANAGEMENT RESPONSIBILITIES

Ensure the appropriate governance and risk management arrangements are in place for the services you are responsible for and take appropriate action to identify and manage risk and to maintain safety of users, staff and others in accordance with relevant regulations, policies and procedures;

It is essential to ensure that the highest standards of infection prevention and control are maintained to ensure patient and client safety and maintain confidence in the Trust. As a Manager, you must ensure that you implement all instructions/ policy in this area and that all staff are made aware of and fully comply with these;

Where the post-holder has responsibility for managing a budget, ensure that services are managed and developed both in accordance with agreed and funded priorities as set out on a yearly basis and in accordance with Standing Financial Instructions, particularly ensuring your compliance with payroll documentation procedures and timescales;

Ensure the necessary arrangements are in place in regard to the ‘Knowledge and Skills Framework’ outlines, where this applies, for the posts for which you have management responsibility and ensure that each member of staff has an annual development and performance review, a personal development plan and that arrangements are in place to ensure that staff have maximum opportunity to progress through gateways in their pay bands and to contribute effectively towards our objectives;

Promote a culture of continuous service improvement amongst your staff, encouraging their participation and that of service users in reviewing and modernising current services and in service development;

Make sure you are trained and competent in the relevant policies and procedures which apply to the management of staff and other resources and abide by these policies; seeking advice as necessary from senior management or specialist staff as necessary;

Communicate effectively with staff and maintain productive working relationships amongst your staff and with others;

Delegate appropriate responsibility and authority to staff in order to ensure optimum and effective service delivery and decision-making, whilst retaining overall accountability and responsibility for outcomes;

Promote a culture of learning and development and facilitate arrangements for and participate in training and development of staff as agreed for the performance of their duties. Where training is in accordance with relevant standards make sure you have the relevant competences in order to carry out this responsibility;

Promote equality of opportunity for all by personal action, both in the management of your staff and in the provision of care to service users in accordance with the Trust’s Equality of Opportunity Policy and Equality Scheme;

Take responsibility for ensuring appropriate standards of environmental cleanliness and for encouraging staff to maintain standards in their work area. Have an awareness of environmental issues and take appropriate action, for example to ensure the efficient use of energy and other resources, recycling etc.;

Make sure that staff are aware of Trust policies regarding the General Data Protection Regulations (GDPR) and the Data Protection Act 2018, the Freedom of Information Act 2000, the Environmental Information Regulations 2004 and Records Management and that they must not disclose, withhold, retain or dispose of any information unless legally authorised.

GENERAL RESPONSIBILITIES

Employees of the Trust will be required to promote and support the mission and vision of the service for which they are responsible and:-

At all times provide a caring service and to treat those with whom they come into contact in a courteous and respectful manner

At all times demonstrate practice the HSC values of Working Together, Excellence, Openness & Honesty and Compassion

Carry out their duties and responsibilities in a manner which assures patient and client safety

Comply with all instructions in regard to Infection Prevention and Control

Demonstrate their commitment by their regular attendance and the efficient completion of all tasks allocated to them

Comply with the Trust’s Smoke Free Policy

Carry out their duties and responsibilities in compliance with health and safety policy and statutory regulations

Adhere to equal opportunities policy throughout the course of their employment

Ensure the ongoing confidence of the public in service provision

Adhere to the Code of Conduct for HSC Employees which aims to guide staff, managers and employers in the work that they do and the decisions and choices they have to make. Professional staff are expected to follow the code of conduct for their own professions as well as this code.

The post holder will, in the event of a concern being raised with them, ensure that it is managed correctly under the NHSCT Raising Concerns Policy, and ensure feedback/learning is communicated at individual, team and organisational level regarding the concerns, and how they were resolved.

RECORDS MANAGEMENT

All employees of the Northern Health & Social Care Trust are legally responsible for all records held, created or used as part of their business within the Northern Health and Social Care Trust, including patient/client, corporate and administrative records whether paper based or electronic and also including e-mails. All such records are public records and are accessible to the general public, with limited exceptions, under the Freedom of Information Act 2000, the Environment Regulations 2004, the General Data Protection Regulations (GDPR) and the Data Protection Act 2018. Employees are required to be conversant and to comply with the Northern Health and Social Care Trust policies on Information Governance including (for example) the ICT Security Policy, Data Quality and Data Protection Policy and Records Management Policy and to seek advice if in doubt.

SALARY

£55,690 - £62,682 per annum (pro-rata for part-time)

RIGHT TO WORK IN THE UK

Please note this role may not meet the requirements for a Skilled Worker visa (including a Heath and Care Worker visa) and the Trust therefore would be unable to employ anyone that requires Sponsorship. For further information visit the UK Visas and Immigration website (https://www.gov.uk/government/organisations/uk-visas-and-immigration).

HOURS

Normal full-time hours of duty are 37½ hours per week, exclusive of meal times

MEDICAL

Appointment will be subject to a successful pre-employment health assessment.

HOLIDAYS

27 days each year; 29 days after 5 years’ service; 33 days after 10 years’ service and 10 statutory and public holidays.

PENSION

The post-holder can participate in the Health Social Care Pension Scheme.

NORTHERN TRUST BENEFITS

You can explore the benefits on offer to you in the Northern Trust by clicking here

PROBATIONARY PERIOD

You will serve a probationary period of normally six months.

WAITING LIST

A waiting list may be compiled for similar temporary, full/part time posts which may arise within the next 12 months.

PAY PROTECTION

Legacy Trust Staff who apply for a promotion after 1 April 2011 should be aware that they will lose their legacy protection arrangements and will be entitled to pay protection in accordance with circular HSS (JNF)(1) 2011. This circular will also apply to legacy staff who are currently in receipt of protection and who move post on promotion.

Completed application forms should be returned to the BSO Recruitment and Selection Shared Services Centre, on or before the closing date as stated in the advertisement.

Canvassing, either directly or indirectly, will be an absolute disqualification.

We will review this Job Description and it may include any other duties and responsibilities we determine in consultation with the jobholder. We do not intend it to be rigid and inflexible but rather to provide guidelines within which the jobholder works.

(March 2026)

PERSONNEL SPECIFICATION

Title of Post: Principal Occupational Therapist, Recovery Service

Band of Post: 8a

Notes to applicants

You must clearly demonstrate on your application form under each question, how you meet the required criteria as failure to do so may result in you not being shortlisted. You should clearly demonstrate this for both the essential and desirable criteria.

Shortlisting will be carried out on the basis of the essential criteria set out in Section 1 below, using the information provided by you on your application form.

Proof of qualifications and/or professional registration will be required if an offer of employment is made – if you are unable to provide this, the offer may be withdrawn.

Volunteering experience may be considered appropriate in particular for roles within the context of direct patient/client care.

ESSENTIAL CRITERIA

SECTION 1: The following are ESSENTIAL criteria which will initially be measured at shortlisting stage although may also be further explored during the interview/selection stage. You should therefore make it clear on your application form whether or not you meet these criteria. Failure to do so may result in you not being shortlisted. The stage in the process when the criteria will be measured is stated below.

Factor

Criteria

Method of Assessment

Qualifications/ Registration

Experience

Have a Degree/Diploma in Occupational Therapy

Plus

Be registered with the Health Care Professions Council.

Plus

Have worked for at least 2 years in an Occupational Therapy middle management role

Middle management is defined as experience gained at a band 7 or above

Shortlisting by Application Form

Other

Hold a current full driving licence which is valid for use in the UK and have access to a car on appointment. This criteria will be waived in the case of applicants whose disability prohibits driving but who have access to a form of transport approved by the Trust which will permit them to carry out the duties of the post.

To be available, as required, at weekends and out of hours to respond to emergency situations and to spot-check the service.

Be available and willing to work evenings, bank holidays and weekends as and when required.

You will be required from time to time to work in other teams within and across localities to ensure timely provision of services as directed by management.

Be prepared to work as part of Divisional Out of Hours Rota

Shortlisting by Application Form

SECTION 2: The following are ESSENTIAL criteria which will be measured during the interview/ selection stage:

Skills / Abilities

Demonstrate personal responsibility for achieving measureable improvements in outcomes for OT services for a minimum of 2 years

Have experience of managing people and evidence of successfully leading on organisational change or a successful change programme for a minimum of 2 years

Evidence of ensuring professional governance arrangements are in place and are implemented and monitored for a minimum of 2 years

Have worked with a diverse range of stakeholders, both internal and external to the organisation to achieve outcomes for a minimum of 2 years

Have high level of interpersonal and verbal and written communication skills

Interview / Test

Knowledge

In depth knowledge of OT practice in Rehabilitation/ Reablement services

Ability to deal with and manage complex cases

In depth knowledge of current legislation and Health & Social Care trends

Knowledge of relevant professional/regulatory standards

Knowledge of budgetary management

Knowledge of people management skills

Interview / Test

The following additional clarification is provided

Value Based Recruitment

Value Based Recruitment is a process adopted by the Northern Trust to attract and select employees on the basis that their individual values and behaviours align with those of the Trust.

It focuses on the ‘how’ and ‘why’ people do what they do.

Candidates who are short-listed for interview will need to demonstrate at interview that they have the required knowledge, skills, competencies and values to be effective in this new role.

In answering the value based questions you have the opportunity to share examples of when you have demonstrated values relevant to the Northern Trust.

Criminal Offences, Investigations and Charges

Having a criminal record will not necessarily debar you from working with the Trust. This will depend on the nature of the position, together with the circumstances and background of your offences or other information contained on a disclosure certificate. Where it is necessary to obtain an Access NI disclosure the Trust operates in line with the Access NI Code of Practice (www.nidirect.gov.uk/publications/accessni-code-practice).

If you require further information or a copy of the policy on the recruitment of ex-offenders or the policy on the Secure Handling, Use, Storage and Retention of Disclosure Information, please contact the Trust Human Resources Department.

Essential Leadership Capabilities

The successful candidate will need to provide evidence and demonstrate their Leadership capabilities against the required dimension on the NHS Leadership framework.

A shortlist of candidates for interview will be prepared on the basis of the information contained in the application form. It is therefore essential that all applicants demonstrate through their application how and to what extent their experience and qualities are relevant to this post and the extent to which they satisfy each criterion specified. An assessment centre may also be used as part of the short-listing process.

Candidates who are short-listed for interview will need to demonstrate at interview that they have the required competencies to be effective in this demanding leadership role. The dimensions concerned are given in the Healthcare Leadership Model details of which can be found at http://www.leadershipacademy.nhs.uk/resources/healthcare-leadership-model.

Particular attention will be given to the following

Inspiring shared purpose

Leading with care

Evaluating information

Connecting our service

Sharing the vision

Engaging the team

Holding to account

Developing capability

Influencing for results

As part of the Recruitment & Selection process it may be necessary for the Trust to carry out an Enhanced Disclosure Check through Access NI before any appointment to this post can be confirmed.

THE NHSCT IS AN EQUAL OPPORTUNITIES EMPLOYER

Successful applicants

may be required to attend for a Health Assessment

can expect to be placed at the minimum point of the pay scale, although a higher starting salary, within the range of the pay band may be available if the person appointed has experience relevant & equivalent to the post. If the successful candidate is an existing HSC employee moving to a higher band, AfC Pay on Promotion will apply.

have the right to request Flexible Working from the 1st day of their employment. A number of flexible working provisions are offered by all HSC Organisations including Full-time working, Fixed working patterns, Part-time working, Flexi-time, Compressed/elongated hours, Average hours working patterns, Term-time working, Job-share or Homeworking for some or all of the working pattern, depending on the role being undertaken. Successful applicants are encouraged to discuss with their manager what Flexible Working provisions may be available in the role they are taking up, prior to commencing employment, to help them achieve a positive Work/Life Balance.

(March 2026)