Mental Health Skills Facilitator

The Mental Health Skills Facilitator is responsible for delivering professional and client-centred learning and development interventions to meet the essential and relevant to role needs of clinical staff within the organisation. In conjunction with the Continuing Professional Development Manager, the post holder will develop and deliver learning and development interventions in accordance with the delivery of the Trust strategy, vision, values and desired culture to ensure that the Trust is equipped to provide a world class patient experience and is a great place to work for its staff.
We are proud to provide high quality mental health and learning disability services, across five boroughs of Greater Manchester
Our vision is for a happier and more hopeful life for everyone in our communities and our staff work hard to deliver the very best care for the people who use our services. We’re really proud of our #PennineCarePeople and do everything we can to make sure we’re a great place to work.
Our ambition is to maximise people’s potential and we aim to promote an inclusive environment and improve the diversity of our workforce so our people truly represent the communities we serve.
If you come and work for us we will offer a range of benefits and opportunities, including:
Generous annual leave entitlement for Agenda for Change staff.
Flexible working opportunities to support your work/life balance
Access to Continued Professional Development
Involvement in improvement and research activities
Health and Wellbeing activities and access to staff wellbeing.
If you are Kind, Fair, Ingenious and Determined then we want you to come and join our #PennineCarePeople
- Contribute to the education and workforce development action plan, to

improve overall clinical performance and effectiveness
- Contribute to the recruitment, induction, and development of clinical staff groups within the Trust.
- Support clinicians to identify, diagnose and plan to address learning and

development needs through a clear strategic framework and a pragmatic,
tailored support to services to enable performance improvement and skills
development
- Manage and prioritise their own portfolio of work, consisting of learning and development and clinical skills responsibilities to meet required deadlines and objectives
- Design, deliver and evaluate learning programs and interventions

required, including but not limited to venepuncture, immunisation and vaccination updates, ECG, common mental health conditions and other skills, behaviours and competencies as required.
- Design and development of a range of learning and development

interventions including group workshops, practice based learning,
competency packages, small group facilitation and action learning sets.
- Prepare learning and development resources and materials to support

learning.
- Facilitate work based learning opportunities such as working with teams on bespoke sessions to meet specific needs, working in collaboration with

managers and Learning Associates where appropriate.
- Supports other facilitators, trainers and Learning Associates across the

organisation, providing advice and support on best practice in Learning and
Development interventions.
- Support clinicians in the development and design of competency and

knowledge assessment tools where appropriate to ensure that learning
outcomes are measured and there are robust processes for embedding
learning into practice.
- Provide advice and guidance to managers and staff on learning

opportunities available to meet needs identified, signposting to internal and
external learning opportunities were appropriate.
- Provide support, advice and guidance for managers and teams to identify

training needs for current and future service needs and to develop
competency profiles that support clinical outcomes.
- Assist in the development and implementation of an annual L&D plan based on the training needs identified and prioritised via the learning needs

analysis.
- Regularly undertake research and development in relation to L&D including horizon scanning of upcoming good practice, benchmarking with other organisations/industries to add value to our internal L&D services,

triangulation of data to provide meaningful analysis of organisational issues
and regularly maintain own continuous professional development.
- Champion a continuous improvement mindset and a ‘can do’ approach to

ensuring the continuing professional development work stream delivers
added value through its services.
- To promote Essential/Key Skills uptake throughout the organisation, to

enhance the skills of the workforce.
- Design and deliver effective learning and development interventions tailored to the perspective and communication needs of the audience.
- Demonstrate effective influencing and negotiation skills to achieve effective outcomes
- Actively communicate through a range of styles appropriate to the situation and acknowledges, recognises and encou