POSITION DESCRIPTION

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1 POSITION DETAILS: POSITION DESCRIPTION TITLE: Mental Health Smoke Free Coordinator REPORTS TO: Nurse Director Mental Health & Addiction Directorate LOCATION: Across the Directorate AUTHORISED BY: Nurse Director Mental Health & Addiction Directorate DATE: August 2014 END DATE: 30 th June 2016 PRIMARY FUNCTION: The general principles and objectives of the service are to: 1. Contribute towards the Government s Smokefree Aotearoa 2025 goal 2. To meet the Governments current Better help to quite Health Target which impact on mental health inpatient settings. The target states that 95 per cent of hospitalised smokers will be provided with advice and help to quit. 3. To provide management and clinical leadership within Auckland DHB Mental Health Services of the ADHB/WDHB Tobacco Control Plan and your Mental Health Smokefree Project Plan 4. To further develop ABC (Advice, Brief intervention, Cessation support) training, interventions and patient information management systems within Auckland DHB Mental Health services that support Smokefree/Auahi Kore lifestyles 5. To ensure clinicians are trained and routinely using the BC approach within the New Zealand Guidelines for Helping People to Stop Smoking (2014) 6. To encourage and support mental health service users that smoke to make repeated quit attempts 7. To ensure services are developed in conjunction with, and build upon existing tobacco control initiatives KEY ACCOUNTABILITIES Key Result Area You will contribute to the implementation of and any future reviews of the ADHB/WDHB Tobacco Control Plan. You will maintain an ADHB/WDHB Smokefree Mental Health Steering Group. This group will provide strategic leadership to support the implementation of and champion smokefree messages within mental health services. Network with other agencies and services. Expected Outcomes/Performance Indicators Copies of the Smokefree Mental Health steering group meetings are provided to the Planning and Funding Team. You will participate in the ADHB Smokefree Governance Group. You will collaborate with other smokefree coordinators at Auckland DHB, Waitemata DHB and the Northern Regional Alliance to ensure there are consistent messages and approaches across the health sector for mental health service users. You will liaise with smoking cessation providers, and participate in regional network meetings as appropriate.

2 Smokefree Policies You will work towards for ADHB aligning Mental Health s Smokefree policies with Adult Health Services Smokefree policies. Policies will be evidence-informed and support smokefree lifestyles to be the norm, including for mental health staff. The Mental Health Services Group Smokefree Environment policy will meet any new requirements and remain consistent with best practice evidence. All guidelines concerning the distribution of NRT to mental health clients will be reviewed by June Guidelines round the provision of NRT will be available for each service, and will be as consistent as possible. You will develop for ADHB a Smokefree Mental Health Project Plan (including milestones and timeframes) to promote the service s approach to supporting smokefree lifestyles amongst both service users and staff. In addition, it will also continue to protect non-smokers from second hand smoke. The plan will continue to incorporate both Inpatient and Community Mental Health services and will include how Mental Health intends to; Maintain the current help to quit health target that 95 per cent of hospitalised smokers will be provided with advice and support to quit. Facilitate clinical staff to undertake ABC training Utilise the ABC approach to ensure service users are asked about smoking status and provided with advice and support to quit; and these interventions are documented Maintain referral systems to other cessation services and reduce barriers amongst community cessation providers to work with people with experience of mental illness. Where face to face services are not accessible you will refer to Quitline or the client s GP. Plan and deliver specific activities for service users who identify as Maori and/or Pacific and/or pregnant Identify and address any myths or barriers to a smokefree culture within mental health services Development and Training You will train clinical and allied mental health staff in the ABC approach and create an environment where they will provide brief advice, using the ABC framework, to all smokers about the importance of quitting New Zealand guidelines for Helping People to Stop Smoking (2014). The plan will be submitted for approval by 1 August 2014 and Quarterly updates to the DHB Smokefree Coordinator and six monthly reports will outline progress against the plan including emerging issues and achievements within the period. The quarterly update and six monthly report will describe progress/barriers towards meeting the current help to quit health target that 95 per cent of hospitalised smokers will be provided with advice. Effective referral systems are maintained and staff are encouraged to make referrals to cessation providers. 30% of inpatient and community staff will have completed the ABC training (or equivalent) by June 2014 and 40% by June Annual reviews/audit reports will demonstrate the number and types of clinical and allied mental health staff trained in the ABC approach, and outline any barriers to providing brief advice. You will develop a peer support programme to train and facilitate nominated service users to deliver advice and support to quite to other

3 service users. Smoking Status data collection and analysis You will continue to review the development and implementation of systems across the provider arm that enables the smoking status of all mental health clients to be established and routinely monitored This system will record the number and percentage of mental health service users, by ethnicity who identify as: Current smokers (smoked within last month) Ex smokers Never smoked The data collection fields/categories used by mental health services for recording smoking status and intervention data will be aligned with that data captured by Adult Health Services. Service users who smoke will be diagnosed as smokers on the DSM 1V index under axis 1 or axis 3. Reporting Report prepared for Funding and Planning for the Nurse Director In line with the Help to quite Health Target, 95% of mental health inpatients who smoke will be provided with advice to quite. Report on the provision of services each six months on 18 January and 18 July of each contract year Quarterly updates and/or meetings between the Mental Health Smokefree Coordinator and the DHB Coordinator will take place. Smoking status, brief advice and cessation support data is required by the MoH for Health Target reports. Six monthly narrative report will include updates as described in each of the performance measures under the above MATTERS WHICH MUST BE REFERRED TO (NURSE DIRECTOR MENTAL HEALTH DIRECTORATE) Relationship challenges with stakeholders Barriers to meeting milestones Authorities: nil FTE Direct Reports: nil Budget Accountability (if applicable): $nil Relationships External Internal Committees/Groups Regional Smokefree ADHB Smokefree Team Mental Health Working Consumer Advisory Team Group Charge Nurse, Clinical Team Mental Health Healthy Leaders Lifestyles Strategies Mental Health Services & Regional Smokefree Addiction clinicians and Team other staff WDHB Mental Health ADHB Healthy Lifestyles

4 Services Coordinator Person Specification Qualification Experience Skills/Knowledge/Behavio ur Essential Strategy: Health Gain team Health Qualification or experienced in the mental health sector Knowledge of Mental Health or Addiction Services Project management skills or experience or Motivational interviewing training or Smoking Cessation Practitioner Desired Knowledge in Recovery principles and competencies Knowledge of wide range of mental health services and settings Communication skills Networking skills Previous experience of service and role establishment Previous training and education experience Personal Qualities Reliable, focused and engaging Can work independently (and as part of a team) Strongly developed sense of ethics Personal Characteristics Critical Competencies Competency Description Professional Leadership Sets the highest ethical and professional standards and leads by example by modelling (living) ADHB values in all interactions Ability to develop and communicate a vision for the future, inspiring commitment to the goals of the organisation/team Uses appropriate methods to operationalise and implement best practice Uses a partnership approach demonstrating a consultative and inclusive management style Supports staff in undertaking new challenges Ability to operationalise the vision and values and facilitate change Continuously seeks and encourages others to seek opportunities for improvement and professional development Constructively addresses change resistance Able to manage diversity and draw together a range of perspectives Develop policies, action plans to accomplish objectives, establish timeframes and allocate resources Leads, communicates expectations and agreed goals, provides on-going feedback and objectively evaluates performance Actively recognises the achievement of others Demonstrate the ability to lead and support cultural change Able to analyse and in Management Demonstrated ability to translate strategic goals into plans and manage the translation of these goals into business outcomes Ability to make judgements cognisant of resources, constraints and ADHB s values Working with the business to ensure an effective balance in people and business management. Ability to apply a broad range of measurement tools and

5 Personal and Professional Credibility reporting to monitor and measure strategies, projects and systems and their effectiveness Ability to interpret performance data and recommend appropriate corrective action Ability to achieve objectives Lead, influence and inspire change initiatives operationally Utilise project management skills and methodology To be credible to ADHB stakeholders and staff. Ability to maintain effective relationships with key people internal and external to ADHB. Ability to deliver results and establish a reliable track record. Demonstrate effective written and verbal communication skills On-going commitment to personal and professional development Teamwork Ability to work within a matrix structure Ability to build effective high performing teams Works effectively with others in the organisation outside the line of formal authority to accomplish organisational goals and to identify and resolve problems Able to communicate using different formats to ensure understanding Demonstrates high levels of active and empathetic listening Facilitates goal achievement Collaborates with other key players and groups to achieve objectives Value Diversity Understand the significance of the Treaty of Waitangi Display cultural sensitivity and values diversity Displays a willingness to work positively to improve opportunities for Maori Appreciate insights and ideas of all individuals and works effectively with these differences Self Management Sets high personal standards Displays drive and energy and persists in overcoming obstacles Is proactive and displays initiative Maintains enthusiasm in the face of difficult challenges and seeks alternative strategies to achieve goals Ability to adapt and work effectively within a variety of situations and with various individuals or groups Considers options, identifies pros and cons and makes effective decisions based on evidence and within appropriate timeframes and levels of responsibility. Recognises critical factors and weighs up risks accordingly Recognises scope of role and acts accordingly

6 WORKING FOR ADHB EXPECTATIONS OF EMPLOYEES CITIZENSHIP All employees are expected to contribute to the innovation and improvement of Auckland District Health Board as an organisation. This means: Using resources responsibly Models ADHB values in all interactions Maintaining standards of ethical behaviour and practice Meeting ADHB s performance standards Participating in organisation development and performance improvement initiatives Helping to develop and maintain Maori capability in ADHB, including developing our understanding of the Treaty of Waitangi and ways in which it applies in our work Raising and addressing issues of concern promptly THE EMPLOYER AND EMPLOYEE RELATIONSHIP We have a shared responsibility for maintaining good employer/employee relationships. This means: Acting to ensure a safe and healthy working environment at all times Focusing our best efforts on achieving ADHB s objectives A performance agreement will be reached between the employee and their direct manager and/or professional leader containing specific expectations. CONSUMER/CUSTOMER/STAKEHOLDER COMMITMENT All employees are responsible for striving to continuously improve service quality and performance. This means: Taking the initiative to meet the needs of the consumer/customer/stakeholder Addressing our obligations under the Treaty of Waitangi Involving the consumer/customer/stakeholder in defining expectations around the nature of the services to be delivered and the timeframe Keeping the consumer/stakeholder informed of progress Following through on actions and queries Following up with the consumer/customer/stakeholder on their satisfaction with the services PROFESSIONAL DEVELOPMENT As the business of ADHB develops, the responsibilities and functions of positions may change. All staff are expected to contribute and adapt to change by: Undertaking professional development Applying skills to a number of long and short term projects across different parts of the organisation Undertaking such development opportunities as ADHB may reasonably require