At Swift Management Services there are several ways to join our working team. We have a small group of fully employed consultants who work alongside consultants that work on our bank (as required) or who are freelance on a contractual ad-hoc basis.
Why work for Swift Management? Many people who choose to work as consultants work alone when undertaking projects, this can sometimes be a very lonely place. Our team works together, all our projects are overseen by a senior member of the team. Our consultants are supported throughout their assignments with regular visits, weekly teams calls and the opportunity to join in group discussions.
Some of our clients purchase “retained services” meaning that our consultants assigned to a client have an opportunity to build a relationship with owner and staff alike.
All our projects are outcome based and with this in mind our consultants use a detailed action plan to achieve goals, demonstrate good governance and delegate elements of the programme to staff working at the project.
The work we can offer consultants can be varied, from long term interim support, to mock inspections, policy reviews, training, and support. Our client base is also varied as we work with Care Homes, Domiciliary Care Agencies, Supported Living Projects, Private Hospitals, Private Ambulance Services, GP practices, Dental Surgeries, and the NHS.
We are particularly interested in hearing from consultants across the country who could work alone whilst working as part of a team. We are looking to increase our training offering either face to face or virtually via MS Teams.
We would like to hear from experienced consultants and those who are beginning to venture into the world of consultancy. Depending on the assignment we can pay via invoice monthly or through our payroll. With changes to the HRMC IR35 rules which now extend to the private sector, we assess each assignment and establish if it falls within IR35. If this is the case, we automatically pay through our payroll system.
If you would like to know more about working for Swift Management Services Limited and are able to travel and work away from home, please call to discuss on 020 8087 2072 or email firstname.lastname@example.org
Any offers of employment are subject to an Enhanced DBS check, two satisfactory references and proof of the right to work in the UK.
We know that the journey to a learning organisation is not an easy one and revolves around good governance. When we conduct mock inspections and visit establishments one of the things we ask about is: complaints, incidents and accidents. We see very small numbers of these recorded and the usual answer to incident reporting is: We haven’t had any, or one or two incidents are reported. We know immediately from that comment that the organisation is not using the processes to help people, teams and the organisation learn.
We would suggest that to start the journey to become a truly learning organisation within the health and social care arena you need to start with a policy review. When reviewing your policies, procedures, working practices or guidelines ask the following questions:
Are they fit for purpose?
Do staff work to them, if not, is that because they need reviewing or is it the staff cannot access them?
Are the forms discussed in the documents fit for purpose?
Are the correct processes discussed in the documents actually in use?
One pitfall we often see, are the policies were written for a paper based system and the provider has moved to a computer system. Making it impossible to marry the two processes and causing confusion.
The next step is understanding what is going wrong in the organisation and this means you need to understand complaints incidents and accidents. Ensuring every incident accident and complaint is documented is vital no matter how small. You may need to redefine with your staff what should be recorded. There is a common misconception that small “niggles” are not complaints, that a “minor issue” is not an incident, that is simply not the case.
There needs to be a quick and simple way of documenting every complaint and incident/accident. This allows for a review, to ensure that learning can be taken from it and the reporter gets an outcome. Without blame the staff are informed about incidents and what needs to happen to stop it happening again and the senior management team can ensure where required policies procedures etc. are updated to ensure incidents do not reoccur.
This system can go a long way towards a service being rated highly in the “Safe” “Responsive” and “Well led” categories.
Most companies by virtue of being registered with a care regulator have the building blocks to achieve this but few use them effectively to achieve really great governance, our team can help