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Detailed job description and main responsibilities

COMMUNICATION
• �� ��Maintain excellent working relationships with a wide range of relevant stakeholders within the Population Health and Strategic Intelligence communities.
• �� ��Develop and maintain effective relationships with senior officers and key stakeholders from a wide variety of partner organisations, ensuring clear and effective channels of communication. ��
• �� ��Coordinate high levels of engagement with Local Authorities and partner organisations to ensure business requirements are effectively captured and defined and that opportunities to collaborate are optimized.

INFORMATION RESOURCES, ANALYSIS AND DECISION MAKING
• �� ��Promote the use of high-quality research and analysis across GM to inform outcomes and priorities by conducting and supporting the development of highly complex analysis of data and evidence from diverse sources and interpreting outputs for a range of different stakeholders.
• �� ��Provide high quality and complex data analysis as required including the production of statistics, visualisation, interpretation, and reporting.
• �� ��Produce clear presentation materials and data visualisations
• �� ��Explain highly complex analysis, relationships and interpretation to non-specialists including senior stakeholders to facilitate evidence-based decision-making and policy development.
• �� ��Use expert data handling and manipulation skills, including managing large datasets and producing statistical modelling.��
• �� ��Apply advanced IT and coding skills using Excel, SQL, Tableau and R.
• �� ��Monitor, evaluate and interpret data returns that demonstrate progress against the objectives of directorate activity.��
• �� ��Use initiative to decide relevant actions and make recommendations to their line manager / supervisor, with the aim of improving deliverables and compliance to policies.��
• �� ��Take decisions autonomously, when required, working to tight and often changing timescales, and be able to assess and refer on difficult issues to an appropriate person.��
• �� ��Ensure that NHS GM policies and procedures are always adhered to.

PLANNING & ORGANISATION
• �� ��Support emerging programmes of work within the Population Health function as and when required.
• �� ��Support all stakeholders to make active contributions to the delivery of the GM strategic intelligence work plan, by providing analytical support to the 10 local authorities.
• �� ��Work as part of the wider NHS GM team and with other stakeholders to further our organisational goals.
• �� ��Work with NHS GM partners, localities, and your line manager to agree a work programme and allocation of own resource to each area.
• �� ��Ensure tasks, where required, are successfully delivered in line with agreed expectations, timescales, and budgets.
• �� ��Ensure any project management documentation or reports are delivered in line with agreed standards and timescales.

PATIENT/CLIENT CARE
• �� ��No direct responsibility for patient care

POLICY & SERVICE DEVELOPMENT
• �� ��Produce high quality strategic intelligence, research, analysis, and insight which influences city-regional policy, strategy, and decision-making.
• �� ��Support the functioning of a unified system for Strategic Intelligence and the development of best practice.
• �� ��Interpret the local and city-regional implications of national data, policy, and initiatives.��
• �� ��Facilitate co-produced common standards for strategic intelligence and those delivering strategic intelligence activity across GM, through the systematic sharing of best practice.��

FINANCIAL & PHYSICAL RESOURCES��
• �� ��Inform decisions around the resources required for project/programme delivery.
• �� ��Support procurement activities and business case development as required ��

PEOPLE MANAGEMENT��
• �� ��When required support the supervision and line management of staff from within NHS GM and partner organisations in line with appropriate policies, procedures, working practices and guidelines, ensuring all resources are deployed to maximise an efficient and effective delivery of business analysis duties.
• �� ��Support the development of staff in line with personal development reviews and other associated guidance.
• �� ��Provide training for staff from own or other disciplines on own subject area, when required.
RESEARCH, DEVELOPMENT & AUDIT
• �� ��Undertake innovative research that increases city-regional understanding of key subject matter areas.
• �� ��Build strong working relationships with academic and research partners within and beyond Greater Manchester.
• �� ��Appropriately manage all relevant documentation, through effective record keeping and version control of project documentation.

GENERAL RESPONSIBILITIES

Infection Control��
It is the duty of every member of staff to take personal responsibility for the prevention and control of infection, as laid down in the GM ICS policies and procedures which reflect the statutory requirements of the Hygiene Code.

Health and Safety at Work��
All �� employees are required to take reasonable care for the health and safety of themselves and other persons who may be affected by their actions or omissions at work and co-operate with the employer in ensuring that all statutory and other requirements are complied with.��

Confidentiality & Data Protection��
Employees are expected to comply with all confidentiality policies and procedures and to work in accordance with the Data Protection Act 2018. For those posts where there is management or supervision of other staff it is the responsibility of that employee to ensure that their staff receive appropriate training (e.g., induction, organising refresher sessions for staff when necessary.)��You should disclose information only to authorised persons or organisations as instructed. Breaches of confidentiality may result in disciplinary action, which may include dismissal.��

Conflict of Interest��
Greater Manchester Integrated Care is responsible for ensuring that the services for patients in its care meet the highest standards. Equally, it is responsible for ensuring that staff do not abuse their official position, to gain or benefit themselves, their family, or friends.��

Equality and Diversity��

Employees are expected to work within the principles set out in the GM employment equality policy and other relevant policies:
Equality, diversity, and human rights are at the heart of Greater Manchester Integrated Care and everything it does.
Disadvantages experienced by people due to their protected characteristics will be removed or minimised to create an environment in which individual differences and the contributions of all staff are recognised and valued.
Steps will be taken to meet the needs of people from protected groups where these are different from the needs of others �� and reduce underrepresentation of people with protected characteristics and increase the diversity of our workforce, both at an organisational level and within different job roles.
A zero-tolerance to intimidation, bullying or harassment, recognising that all staff are entitled to a working environment that promotes dignity and respect for all.
Act as an agent for change within communities by positioning equality, inclusion, and human rights at the heart of local delivery plans. (While this will be achieved in part by being championed at a senior level, it can only be fully achieved through all those working within Greater Manchester Integrated Care recognising and adhering to their own personal responsibilities in this regard). ��
Take steps to ensure that you understand the rights and responsibilities under the Employment Equality Policy��
‘At Risk’ Groups
To carry out responsibilities in such a way as to minimise risk of harm to children, young people and adults “at risk” and to promote their welfare in accordance with the Children Act 2004, Working Together to Safeguard Children (2006) and No Secrets guidance (DH 2000). To demonstrate an understanding of and adhere to NHS Greater Manchester protection policies.��

Standards of dress��
All staff are expected to abide by the organisation’s guidance on standards of dress. Any less favourable treatment in dress code because of a protected characteristic could be direct discrimination, therefore, dress codes must not lead to harassment by colleagues or customers. Dress policies for men and women do not have to be identical, but standards imposed should be equivalent. It is best to avoid gender specific prescriptive requirements. Reasonable adjustments should be considered for disabled staff, and reasonable accommodations on grounds of religious belief which could include not applying or adapting dress code requirements, for example where their impact is more onerous on a disabled employee or interferes with an employee’s religious observation. We will be flexible and not set dress codes which prohibit religious symbols that do not interfere with an employee’s work. Transgender employees should be allowed to follow the organisation’s dress code in a way which they feel matches their gender identity.��

This job description summarises the main tasks, responsibilities, and requirements of the job role. ��The post holder will carry out any other duties as may reasonably be required by their line manager commensurate with the band of the post.