## **Trustees’ Annual Report for the period** **From 05/04/24 To 04/04/25** **Charity name: Friends Reaching Out** ## **Charity registration number: 1032163** ## **Objectives and Activities** ||SORP reference|| |---|---|---| |Summary of the purposes
of the charity as set out in
its governing document|Para 1.17|The relief of poverty and the
advancement of education for orphans
and vulnerable children and young
people in Uganda. This will be
established through working to support
families in our local community and
housing needy children in our homes as
well as supporting children to stay with
extended family where possible.
Paying for school, college & university
fees as well as vocational training.
Providing food & shelter.| |Summary of the main
activities in relation to
those purposes for the
public benefit, in particular,
the activities, projects or
services identified in the
accounts.|Para 1.17
and 1.19|Friends Reaching Out (FRO) raises
funds to support the work of Friends of
Disadvantaged Children in Uganda
through providing resources to care for
orphans and vulnerable children.
Sponsorship and funds provide the
following:
●Food for all the children and staff
in our project.
●Free entry to our primary school
for our sponsored children.
●Education costs for further and
higher education such as
vocational, A level and university
courses.
●Clothes and medical care for our
sponsored children.| |||●Building and maintaining school
classrooms and facilities.| |---|---|---| |Statement confirming
whether the trustees have
had regard to the
guidance issued by the
Charity Commission on
public benefit|Para 1.18|All funds have been spent in accordance
with the key objectives of the charity.
As Trustees we have due regard for the
Charity Commission's guidance on public
benefit and we ensure that our activities
comply with this.| ## **Additional information (optional)** You may choose to include further statements where relevant about: ||
SORP reference|| |---|---|---| |Policy on grant making|Para 1.38|N/A| |Policy on social
investment including
program related
investment|Para 1.38|N/A| |Contribution made by
volunteers|Para 1.38|Our volunteers contribute a significant
amount to helping us run the charity. No
one from the UK team is paid and they
are all volunteers. These dedicated
volunteers play a vital role in supporting
our mission. They assist with fundraising
in a wide range of ways, such as making
and donating items for sale, as well as
helping us to organise events, including
sponsored walks and other community
activities. Volunteers also contribute by
promoting our charity through media
channels and various online platforms,
helping us to raise awareness and
engage with a larger audience. In
addition, they provide valuable
assistance with essential tasks such as
administration, bookkeeping, and
marketing efforts, ensuring our
operations run smoothly and effectively.
We are incredibly grateful to all those
who give their time and energy to help us
in these important roles. Their ongoing
support is invaluable to the success of
our charity. Without their commitment
and hard work, we would not be able to
function and serve the community in the| |||way that we do today.| |---|---|---| |Other||N/A| ## **Achievements and Performance** ||SORP reference|| |---|---|---| |Summary of the main
achievements of the
charity, identifying the
difference the charity’s
work has made to the
circumstances of its
beneficiaries and any
wider benefits to society
as a whole.|Para 1.20|The work of Friends Reaching Out
continues to make a tangible impact in
the lives of the children and families in
rural Uganda. Through the provision of
education, welfare, and support for
orphaned and disadvantaged children,
we have been able to fulfil our aims and
objectives. The dedication of our staff,
volunteers, and supporters has been
instrumental in making these successes
possible.
The focus of our work in Uganda
continues to be the education, care, and
support of children in Kapeeka and the
surrounding areas. We work to support
some of the poorest and most vulnerable
families and children in Uganda,
providing them with opportunities they
would otherwise not have and for these
children to reach their potential.
Education is seen as a pathway out of
poverty, which is why school attendance
remains high, with many families seeing
it as the key to a better future.
Over this past year, we have seen more
development and progress of our school
facilities. The main achievement was that
we completed our new administration
block. This block has offices of staff
member, a bursar’s office, staff room and
medial room. We have been able to fit
out our classrooms with new furniture
specifically for our lower primary
children.
Key activities undertaken over the past| year have included: ● Operating a primary school that provides education to over 300 children from local families, enabling them to access quality learning opportunities. ● Offering further education opportunities, including A-Level courses, vocational training, and diploma courses, to help students gain valuable skills for their future careers. ● Providing employment to local staff, benefiting the community and supporting the local economy. ● Offering food, shelter, and health care to children living in the villages of Kadunda and Kisimula, ensuring their basic needs are met. ● Directly supporting children through sponsorship, with assistance provided to the following students:  20 Primary School children  13 Secondary School pupils  1 University student studying medicine.  1 Nursing training student  1 Electrical engineering student  1 Special education and disability support for one young person, ensuring that they have the resources and care they need to thrive. As we move forward, we remain committed to expanding our reach and making a meaningful difference in the lives of the children and families we serve. ## **Additional information (optional)** You may choose to include further statements where relevant about: Achievements against Para 1.41 objectives set 1. **Objective: Provide Access to Quality Education** `o` **Achievement:** Successfully operating a primary school with over 300 children enrolled, |||offering them an education they
otherwise wouldn't have had
access to.
`o`
**Achievement:**Offering
secondary and further education,
including vocational, diploma, and
A-Level courses, to students,
helping them pursue higher
education and career
opportunities.
2. **Objective: Improve**
**Infrastructure and Learning**
**Environment**
`o`
**Achievement:**Completion of a
new administration block and
improvements to school facilities,
including classrooms, sanitation,
and safety measures, ensuring a
better environment for both
students and staff.
`o`
**Achievement:**Enhanced learning
resources such as books,
technology, and educational
materials made available to
students.
3. **Objective: Provide Financial**
**Support Through Sponsorship**
`o`
**Achievement:**Secured
sponsorship for 20 primary school
children, 13 secondary school
students, and a university student
(in fields like medicine, nursing,
engineering, etc.), ensuring they
have the financial means to
continue their education.
`o`
**Achievement:**Facilitated
sponsorships that allowed
students to receive free primary
and secondary education as well
as university degrees and
vocational training in key areas,
such as, medical, teaching, and
technical fields.
4. **Objective: Offer Welfare and**
**Care Services to Vulnerable**
**Children**
`o`
**Achievement:**Provided essential
services such as food, shelter,
and healthcare for children in rural
areas like Kadunda and Kisimula,
ensuring their basic needs were
met.
`o`
**Achievement:**Continued support
for children with disabilities,
ensuring they received the| |---|---|---| ||specialised care and resources| |---|---| ||necessary for their growth and| ||development.| |5.|**Objective: Foster Community**| ||**Engagement and Employment**| |`o`|**Achievement:**Created local| ||employment opportunities for over| ||30 staff members, strengthening| ||the local economy and providing| ||sustainable income sources for| ||community members.| |`o`|**Achievement:**Actively engaged| ||the local community in the| ||school’s activities, PTA| ||encouraging local ownership and| ||involvement in education and| ||welfare programs.| |6.|**Objective: Increase Awareness**| ||**and Fundraising for Education**| |`o`|**Achievement:**Successfully ran| ||fundraising campaigns, raising| ||funds to support the school’s| ||activities and infrastructure| ||development, including the new| ||administration block.| |`o`|**Achievement:**Promoted the| ||charity’s work through local| ||media, social media, and| ||outreach events, raising| ||awareness and attracting new| ||donors and supporters.| |7.|**Objective: Develop and**| ||**Implement Monitoring and**| ||**Evaluation Systems**| |`o`|**Achievement:**Established| ||effective monitoring and| ||evaluation systems to track| ||student progress, the impact of| ||sponsorship, and overall school| ||performance, ensuring| ||accountability and transparency.| |`o`|**Achievement:**Collected data on| ||student outcomes, including exam| ||pass rates, graduation rates, and| ||post-graduation employment, to| ||measure the effectiveness of| ||educational interventions.| |By highlighting these achievements|| |against specific objectives, the charity|| |can demonstrate the tangible impact of|| |its work, showing progress in both the|| |immediate needs of children and long-|| |term sustainable solutions for education|| |||and community development.
We continue to evaluate our support
levels, and we are working towards
making the project sustainable and self
financing.
Each academic year we aspire to cover
the salary of a teacher's/staff members
salary. This has been a successful
strategy in making the school plan for
sustainability and long-term financial
independence from the UK charity.
Salaries of four members of staff are
now covered from school fees paid for by
non sponsored children’s families. This
has resulted in a 5% saving on our
annual staff salary payments. The
savings will continue to help us to
improve on the learning environment for
our children.
We are continually monitoring our
effectiveness and impact on the children
and families we support.
We will continue to adapt our work to
meet the changing needs of the
communities we work with. Our goal is to
develop and improve the services and
the care we offer to the lives of orphans
and vulnerable children in the Kapeeka
district.| |---|---|---| |Performance of
fundraising activities
against objectives set|Para 1.41|Fundraising for the financial period
amounted to £2,886.33.
The majority of our fundraising donations
came through the generous giving from
the members of the Epsom Chinese
Church. We are very grateful to them for
committing to working with us and
helping us. In Feb 2025 11 members of
the Chinese church community came out
to the project for a week. They
participated in distributing gifts to our
children, taking lessons at the school
and serving in the local church and in
various outreach opportunities.
Thank also go to Lee Street Church in
Horley who take up offering for us at
their Christmas services.| |||Regular donations are also made by
Kingsbridge Baptist Church which we are
grateful for.
Christian Life Centre in Horsham also
contributes and support the charity by
giving time off for the chairman to visit
the project and time for administration
when needed.
In Feb we organised a quiz night which
raised much needed fund and was an
opportunity to thank in person our
supporters. It was a fun evening with
games, a quiz and food. Several
generous donations to the charity were
made on the night.
Other donations recorded as fundraising
came through individuals making special
one-off donations.
Next year we plan on applying to grant
giving foundations and Trusts for
support. We have put together an appeal
document outlining our work, our vision
for the future and budget. We have a
database of over 200 trusts and grant
giving foundations that will will be
applying to and we hope that the
fundraising total will be much more next
year than this from these applications.| |---|---|---| |Investment performance
against objectives|Para 1.41|FRO has no financial investments.| |Other||N/A| ## **Financial Review** |Review of the charity’s
financial position at the
end of the period|Para 1.21|Regular sponsorship and donations have
remained consistent compared to the
past financial year.
Our total income for the year was
£60,166.00 compared to £62,609.00 the
previous year.
Regular giving increased to £33,411.00
excluding gifts, donations and gift aid.
Other gifts and donations amounted to| |---|---|---| |||£26,752.00.
Income would have been even more
down on last year had it not been for a
large donation that came in on the last
day of the financial year. This was giving
towards helping to improve the cooking
facilities.
We were able to reclaim £5,463.00. in
Gift Aid repayments.
We are very grateful to all the churches
and individuals that have donated and
raised funds for our charity.
The year closing balance was
£28,110.00.
Below is a breakdown of the restricted
fund amounts:
●£1,958 - Books, uniforms, shoes
●Total - £1,958| |---|---|---| |Statement explaining the
policy for holding reserves
stating why they are held|Para 1.22|The charity will hold 3 months of core
running costs in the UK account in case
the charity needs to be closed. These
funds will be used to cover staff salary
costs and any outstanding educational
bills or associated expenses for winding
up the charity.| |Amount of reserves held|Para 1.22|Three months running costs, in
accordance with our reserves policy,
have been allocated which amounts
to
£6000.| |Reasons for holding zero
reserves|Para 1.22|N/A| |Details of fund materially
in deficit|Para 1.24|N/A| |Explanation of any
uncertainties about the
charity continuing as a
going concern|Para 1.23|N/A| ## **Additional information (optional)** You may choose to include further statements where relevant about: The charity’s principal Para 1.47 sources of funds (including any fundraising) The charity’s principal source of funds comes through regular sponsorship. Other funds are received through one off |||donations, fundraising events (such as
our annual quiz), collections from local
supporters such as schools and
churches.
We hope to apply to grant giving
foundations in the future ,however in this
financial year we haven’t. In the last
financial year we did not employ the
fundraiser.
All funds spent during the financial year
have been in support of the key
objectives of the charity.| |---|---|---| |Investment policy and
objectives including any
social investment policy
adopted|Para 1.46|FRO does not have any investments,
and therefore, has no investment policy.| |A description of the
principal risks facing the
charity|Para 1.46|FRO continues to work to widen the field
of supporters and sponsors. As a small
charity that started with friends of friends
supporting the work, the need for new
sponsors is a real necessity. The need
always outstrips the support.
Communication and working cross
culturally is one of our greatest
challenges. Regular trustee’s visits are
essential to the continued management
and oversight of the project.
Fundraising is another area that we need
to work to strengthen. Although we have
regular supporters giving monthly
sponsorship, we still are reliant on one
off donations and fundraising for special
projects.| |Other||N/A| ## **Structure, Governance and Management** |Description of charity’s
trusts:||| |---|---|---| |Type of governing
document
(trust deed, royal charter)|Para 1.25|Trust deed - dated 10thMay 1993 and
amended Jan 2018.| |How is the charity
constituted?
(e.g unincorporated
association, CIO)|Para 1.25|Trust.| |---|---|---| |Trustee selection methods
including details of any
constitutional provisions
e.g. election to post or
name of any person or
body entitled to appoint
one or more trustees|Para 1.25|Appointed by Trustees.| ## **Additional information (optional)** You may choose to include further statements where relevant about: |
Policies and procedures
adopted for the induction
and training of trustees|
Para 1.51|
All trustees are required to read and
agree to adhere to guidelines of “The
Essential Trustee”. Trustees are updated
regularly, and further training is available
upon request.
The Trustees have all read and signed
the safeguarding policy and have been
given training on GDPR.| |---|---|---| |The charity’s
organisational structure
and any wider network
with which the charity
works|Para 1.51|The Trustees are responsible for
ensuring that FRO operates within its
remit from the Charity Commission and
according to its charitable objects.
In the past we have worked with a
professional fundraiser and have drawn
up a basic agreement for this. In this last
financial year we haven’t engaged her in
this work.| |Relationship with any
related parties|Para 1.51|FRO works in partnership with Friends of
Disadvantaged Children that facilitate the
work in Uganda. FODC is a registered
Community Based Organisation in
Uganda.| |Other||The Trustees have a duty to identify and
review any risks, which the charity may
be exposed to. The Trustees also ensure
that appropriate controls are in place to
provide reasonable assurance against
fraud and error.| ## **Reference and Administrative details** Charity name Friends Reaching Out |Other name the charity
uses|N/A| |---|---| |Registered charity number|1032163| |Charity’s principal address|7 Maple Close
Horsham
RH12 4EZ
WSX| ||| ## **Names of the charity trustees who manage the charity** |||**Trustee name**|**Office (if any)**|**Dates acted if not for**
**whole year**
|**Name of person (or body)**
**entitled to appoint trustee**
**(ifany)**|
| |---|---|---|---|---|---|---| |**1**||Stephen Fishpool|Chairman||Trustee of FRO|| |2||JoyDale|||Trustee of FRO|| |3||Robert Davidge|||Trustee of FRO|| |4||JerryLee|Secretary||Trustee of FRO|| |5||Alison Fishpool|||Trustee of FRO|| – Corporate trustees names of the directors at the date the report was approved ## **Director name** ## Name of trustees holding title to property belonging to the charity **Trustee name Dates acted if not for whole year** ## **Funds held as custodian trustees on behalf of others** Description of the assets N/A held in this capacity Name and objects of the N/A charity on whose behalf the assets are held and how this falls within the custodian charity’s objects Details of arrangements N/A for safe custody and segregation of such assets from the charity’s own assets ## **Additional information (optional)** **Names and addresses of advisers (Optional information)** **Type of Name Address adviser** **Name of chief executive or names of senior staff members (Optional information)** ## **Exemptions from disclosure** Reason for non-disclosure of key personnel details ## **Other optional information** ## **Declarations** **Signature(s)** S.Fishpool **Full name(s)** S. Fishpool **Position (eg Secretary,** Chairman **Chair, etc)** **Date** 25th July 2025 . . ## FRIENDS REACHING OUT ## FINANCIAL STATEMENT FOR YEAR TO 5TH APRIL, 2025 **----- Start of picture text -----**
||||||||||| |---|---|---|---|---|---|---|---|---|---| |2025|2024|2025|to 2024| |INCOME|INCOME| |Regular Donations|£33,411.89|Regular Donations|£31,617.93|£1,793.96| |Gifts&|Giving|£18,204.29|Gifts|&|Giving|£19,999.93|-£1,795.64| |Building Project Donations|£200.00|Building Project|Donations|£0.00|£200.00| |Fundraising|£2,886.33|Fundraising|£4,053.27|-£1,166.94| |Gift Aid Claims|£5,462.61|Gift Aid Claims|£6,937.92|£1,475.31| |Legacy|£0.00|Legacy|£0.00|£0.00| |Volunteer Programme|£0.00|Volunteer Programme|£0.00|£0.00| |TOTAL INCOME|£60,165.12.|TOTALINCOME|£62,609.05|£2,443.93| |LESS: EXPENDITURE|LESS:|EXPENDITURE| |Salaries- Project Staff|£7,862.90|Salaries - Project Staff|£10,808.40|-£2,945.50| |Salaries- Kisimula School Teachers|£9,416.99|Salaries - Kisimula School Teachers|£10,306.89|£889.90| |Salaries- Loan Advance|£693.92|Salaries- Loan Advance|£1,279.06|£585.14| |Salaries-Loan Recovery|£202.69|Salaries|- Loan Recovery|£1,664.68|£1,461.99| |Total|Salaries|£17,771.12|Total Salaries|£20,729.67|£2,958.55| |Primary School|Fees & Requirements|£400.93|Primary School Fees& Requirements|£281.48|£119.45| |Secondary School|Fees & requirements|£5,891.89|Secondary School|Fees & requirements|£6,164.79|£272.90| |Further Education|Fees &|Requirements|£2,477.30|Further|Education|Fees &|Requirements|£10,352.64|£7,875.34| |Total|Education|costs|£8,770.12|Total|Education costs|£16,798.91|£8,028.79| |Food & Rent|(Transitional|support)|£494.99|Food &|Rent|(Transitional|support)|£489.90|£5.09| |Food Costs (General)|£4,134.48|Food Costs (General)|£5,099.73|£965.25| |Medical|Care|&|Treatment|£388.74|Medical Care& Treatment|£1,931.85|£1,543.11| |Welfare& QOL Costs|£846.48|Welfare& QOL Costs|£597.96|£248.52| |School|Development|£13,717.00|School|Development|£35,822.53|-£22,105.53| |Project Development|£338.27|Project Development|£0.00|£338.27| |Total|Development|£14,055.27|Total|Development|£35,822.53|-£21,767.26| |Repairs & Maintenance|,|£96.27|Repairs &|Maintenance|£190.22|£93.95| |Agriculture|£858.33|Agriculture|£0.00|£858.33| |School|Overheads|£0.00|School|Overheads|£0.00|£0.00| |Transport &|Fuel|£337.77|Transport &|Fuel|£314.77|£23.00| |UGD|Utilities|£143.71|UGD Utilities|£68.26|£75.45| |UGD Admin&|Office|£870.91|UGD|Admin&|Office|£1,558.55|£687.64| |Outreach|£442.39|Outreach|£1,285.53|£843.14| |Gifts|£263.60|Gifts|£624.72|£361.12| |Miscellaneous|£0.00|Miscellaneous|£0.00|£0.00| |Volunteer Programme|£519.70|Volunteer Programme|£0.00|£519.70| |Oversight|Visits|£1,346.13|Oversight Visits|£1,331.74|£14.39| |Fundraising|£882.00|Fundraising|£485.59|£396.41| |UK Admin &|Office|£790.79|UK|Admin & Office|£1,060.17|£269,38| |Bank Charges|£275.99|Bank Charges|£322.30|‘|£46.31| |TOTAL EXPENSES|£53,288.79|TOTAL EXPENSES|£88,712.40|£35,423.61| |eS|Se|SS| |CREDIT/DEFECIT|£6,876.33|CREDIT/DEFECIT|£26,103.35|£32,979.68| |(a|Ee|—————————————| |YEAR OPENING ACCOUNT BALANCE|£21,234.50|| YEAR OPENING|ACCOUNT|BALANCE|£47,337.85| |ANNUAL CREDIT/DEFECIT|£6,876.33|ANNUAL CREDIT/DEFECIT|£26,103.35| |YEAR|CLOSING ACCOUNT BALANCE|£28,110.83|| YEARCLOSING ACCOUNT BALANCE|£21,234.50| **----- End of picture text -----**
# **Job Description and Person Specification** ## **Job Description** |**Job Description**|| |---|---| |**Job Title**|**Chaplain**| |**Band**|6| |**Hours**|22.5 (flexibility may be possible)| |**Department**|Chaplaincy| |**Division**|Patient Experience, Engagement and Involvement| |**Location / Hospital Site**|Multiple| |**Responsible to**|Head of Chaplaincy| |**Accountable to**|Director of Patient Experience, Engagement and
Involvement| |**DBS Level**|Enhanced| |**DBS Barring**|Yes| |**DBS Workforce**|Adult and Child| ## **Role Summary** The mission of University Hospitals Sussex – what we are striving to achieve – is to provide excellent care every time. All our efforts to do this put the interests of our patients first and foremost, and are underpinned by our values: - Compassion - Communication - Teamwork - Respect - Professionalism - Inclusion In support and furtherance of these values, the Trust’s chaplaincy service provides spiritual religious and pastoral care to patients, their visitors and staff. The Chaplain will deliver spiritual, pastoral and ethical religious support to patients, staff and visitors over one or more sites. ## **Key Working Relationships** The post holder’s key working relationships will be with: ## **Internal:** - Corporate and clinical service leaders, including the clinical divisions, communications, information, the Trust charities, digital, estates and research and innovation - Wider patient experience teams - Volunteering services - Patients and their representatives - Staff ## **External:** - Diocese - Community organisations - ICS partners across the health and care economy in Sussex - Regional networks ## **Structure Chart** **----- Start of picture text -----**
Director of Patient
Experience,
Engagement and
Involvement
Head of
Chaplaincy
Deputy Head of
Chaplaincy
**----- End of picture text -----**
## **Main Duties and Responsibilities** To directly deliver chaplaincy services that effectively: - Provide regular 1:1 spiritual counselling and care - Regular unsupervised on-call duties across all adult and children’s hospitals within University Hospitals Sussex - Discern emotional and spiritual needs - Arrange appropriate response with available resources - Provide regular unsupervised support and strength - Act as a spiritual, pastoral and ethical religious resource - Assist when necessary and appropriate with emergency marriages, civil partnerships, baptisms and blessings - Provide on-call access when a major incident is declared across all, adult and children’s hospitals within University Hospitals Sussex - When on-call to have responsibility for responding appropriately to all calls across all adult and children’s hospitals within University Hospitals Sussex relating to spiritual and religious care ## **Communication** - To be a skilled and empathetic communicator, to be able to establish and maintain relationships, sometimes in emotionally challenging and hostile environments and to lead, coach and inspire the chaplaincy teams to also fulfil these requirements. - To be able to negotiate and work within highly complex and sensitive situations and to provide acting as a strategic point of advice on spiritual practice and care for both chaplaincy teams and wider trust leaders. ## **Service Delivery and Improvement** - To develop Chaplaincy and spiritual care services alongside colleagues. To undertake such duties as directed by the Lead Chaplain as needs demand. - To be able to make specialised independent judgements regarding spiritual care, dependent upon situation. - To respond to Major Incidents on behalf of the Chaplaincy – Spiritual Care Team. To be Chaplain on-call as required. - To conduct services of public worship, thanksgiving or commemoration regularly in the hospitals, in accordance with own religious or belief tradition and ecumenically as required, and to administer faith community rites and practices to patients on the wards, and to otherwise provide for people who are unable to remain in contact with their faith or belief community. - To conduct funerals where appropriate, and to advise, or to seek advice, on all spiritual aspects of bereavement (pre and post death) care and funerals. To take part in or lead such memorial services and other corporate or public events as the Trust requires. - To maintain the highest quality of service required though the agreed national, Trust and department standards, and the Trust and department objectives. - To maintain activity and audit sheets - To assist in the production of information sheets and leaflets for the chaplaincy service. ## **People Management and Development** - To be available where opportunity arises to co-operate in the training of students, and to try and ensure all new members of Trust staff are familiar with the workings of the Chaplaincy – Spiritual Care Department. - To be able to offer such training to the Trust as required for their own particular faith or belief community and to be willing to be trained in order to offer specialised training in spiritual, ethical, cultural and multi-faith issues. ## **Patient Care Delivery** - As part of the team, regularly offer 24-hour cover for religious and spiritual counselling needs, specifically overnight generic on-calls each week and such weekday and weekend work and extra overnight on-calls as may be deemed necessary by the Chaplaincy – Spiritual Care Department to cover adult and children’s hospitals within University Hospitals Sussex - To offer regular emergency generic cover to all adult and children’s hospitals wards across University Hospitals Sussex, face to face or if that is not possible remotely. - To be able to respond to A&E and to emergencies as the Duty Chaplain across all adult and children’s hospitals across University Hospitals Sussex. ## **Learning and Development** - Support training and education available across the organisation in relation to chaplaincy - Participation in and delivery of training, including developing and deliver training / educational materials and presentations through organised sessions to promote staff and patient support - Attend mandatory training updates as required. - Undertake training as necessary in line with the development of the post and as agreed with the line manager as part of the personal development process. - Achieve and demonstrate agreed standards of personal and professional development within agreed timescales. - Identify own learning needs and jointly plan training requirements with your line manager - Participate in the Trust’s appraisal process to discuss how your role will help deliver the best possible care to our patients and help to deliver any changes in service. This job description is an outline of the role and responsibilities. From time to time due to the needs of the service, we may ask you to flexibly undertake other duties that are consistent with your role and banding, including project work, internal job rotation and absence cover. The job description and person specification may be reviewed on an ongoing basis in accordance with the changing needs of the department and the organisation. ## **Mission and values** The mission of University Hospitals Sussex – what we are striving to achieve – is to provide: ## _‘_ _**excellent care every time’**_ All our efforts to do this put the interests of our patients first and foremost, and are underpinned by our values: - Compassion - Communication - Teamwork - Respect - Professionalism - Inclusion These values were selected by our staff, patients and public when we were talking about the merger and the sort of organisation we want University Hospitals Sussex to be. Our mission and values are extremely important to us and we expect everyone who works at University Hospitals Sussex in any capacity to share and uphold them. ## **Patient First** - Patient First is our Trust-wide approach to improving the quality of care for patients and to build and embed a culture where staff can be confident that their views matter and will be heard. - The aim is to empower all staff to lead change, raise issues, concerns, identify and implement areas for improvement within the workplace and find solutions collectively as part of a team. - Staff will be equipped with skills to identify improvement opportunities and supported to see those through - It encourages all staff to be innovative and drive forward quality improvement and positive changes in their areas. - The philosophy behind this is centred on: - Standardisation, system redesign and the improvement of patient pathways to eliminate error and waste and improve quality - The patient being at the heart of every element of change - Embedding cultural change across the organisation, where everyone is passionate about delivering exceptional quality every time and “where better never stops”. - Continuous improvement of our services through small steps of change - Constantly testing the patient pathway to see how we can develop - Encouraging frontline staff to lead the redesign processes - Equal voices for all - Engagement of staff is a big factor in job performance. - Good engagement leads to improved quality, mortality and safety measures ## **Safeguarding Children and vulnerable adults** UHSussex is committed to safeguarding and promoting the welfare of children and adults and to protecting them from the risks of harm. The Trust recognises its responsibility to ensure that safe working conditions and systems are in place for staff working with children, adults, and families in their care. Staff are required to comply with Trust policies on Safeguarding and to undertake the appropriate level of mandatory in-service training in this area. ## **Equality, Diversity and Inclusion** Inclusion and respect are core values at UHSussex, and we are committed to diversity and equality. This means treating colleagues and patients with professionalism, ensuring everyone feels welcome and included, valuing different backgrounds and experiences, and challenging inequalities. Having all our staff feel safe, supported, included and valued will lead to better care and outcomes for our patients – our True North Objective. All staff have a duty to report any behaviours which contravene this to their managers. ## **Workplace and Environmental Factors** |**Physical**|Standard keyboard skills
A combination of sitting, standing and walking with
little requirement for physical effort. There may be a
requirement to exert light physical effort for short
periods.
Ability to travel across sites| |---|---| |**Emotional**|There will be regular/ frequent exposure to distressing
or emotional circumstances.| |**Mental**|There is a frequent requirement for concentration in
the day to day work where the work can be
unpredictable.| |---|---| |**Working Conditions**|Occasional exposure to unpleasant working
conditions or hazards.| ## **Person Specification** |**Requirements**|**Level required**|**How**
**assessed**
Application
form (AF)
Selection
interview (I)
Assessment
(A)|**Level required**|**How**
**assessed**
Application
form (AF)
Selection
interview (I)
Assessment
(A)| |---|---|---|---|---| ||**Essential**||**Desirable**|| |**Experience/**
**Qualifications**|Authorised, licenced or ordained
person / minister / priest or
pastoral carer in good standing
with their authorising / licencing /
ordaining or belief / faith /
religious authority or equivalent
community organisation.
Christian applicants will be a
member of one of the churches
affiliated and registered with
Churches Together in Great
Britain and Northern Ireland.
Academic qualifications leading
to ordination, licencing or
authorisation in belief, spiritual
and or religious care.
Substantial education in
healthcare, or theology/religious
studies
To be registered / accredited to
a recognised UK national
Chaplaincy organisation
providing standards and
guidance for professional
Chaplains or be prepared to
work to the standards and codes
of conduct of such an
organisation.|**AF, I, A**|Registered with UK
Board of Healthcare
Chaplaincy.
Counselling
qualification or
substantial training.
Training or
substantial
experience in adult
education or pastoral
supervision.|**AF, I, A**| |**Skills**|To have had extensive pastoral
experience of caring for those
requiring hospitalisation or
appropriate transferrable skills.
To have extensive experience of
visiting / working in a healthcare
setting or appropriate
transferrable skills.
To be able to demonstrate
appreciable empathy and
support for people regardless of
religion or belief.
To be able to demonstrate
substantive knowledge of
spiritual care and how this is
applied in diverse belief, faith
and cultural traditions.
To be aware of the need to
listen before responding and to
recognise that you are part of a
team of people working towards
the patient’s best interest.
To be prepared to talk about
faith, religion and belief when
appropriately required.
Ability to build compassionate
pastoral relationships.
Excellent interpersonal skills.
Ability to provide complex
spiritual care for patients
experiencing emotional and
spiritual pain related to acute,
chronic and terminal illness.
Ability to provide spiritual care
for the dying, the critically ill and
the newly bereaved.
Ability to support those
experiencing pregnancy loss.
Ability to advise staff on the
appropriate care of patients and
relatives of religions and belief
other than their own and when
and whom to refer.|**AF, I, A**|To have had
experience of
ministering to the
dying along with their
family and friends.
To be able to
demonstrate
knowledge of NHS
guidance and
directives on
delivering belief,
religious and spiritual
care within the NHS.|**AF, I, A**| |---|---|---|---|---| ||Ability to fully support
colleagues, patients and staff
where interpretations of religious
doctrine and practice are
different to one’s own.
Ability to deliver training in
spiritual care and
communication skills for staff as
required.
Strong personal spirituality and
a commitment to developing
one’s own spirituality and
expression within a multi-
cultural, multi-faith and multi-
belief environment.
To be able to assess, reflect,
respond and monitor
interactions with patients,
relatives volunteers and staff in
the provision of religion and
belief care.
To be able to work on your own
as well as be part of a small
team within the larger structure
of the hospital.
Well organised, and able to
effectively manage own time
and workload and be able to
work with the Head of
Chaplaincy to create and
maintain rotas and data
collection and recording
processes.
Evidence of having undertaken
own development to improve
understanding of equalities
issues|**I**||| |---|---|---|---|---| |**People**
**Management**
**and**
**Development**|Experience of delivering training
or facilitating workshops/
development sessions.||Experience of
developing inclusive
services and
overcoming barriers
to engagement|| ||Experience of managing staff or
volunteers in delivering a
pastoral or spiritual care service.|||| |||||| |---|---|---|---|---| |**Specific**
**Requirements**|To be registered / accredited to
a recognised UK national
Chaplaincy organisation
providing standards and
guidance for professional
Chaplains or be prepared to
work to the standards and codes
of conduct of such an
organisation.
To be able to respond to call-
outs and be physically present
on at least two trust main
hospital sites within 60 minutes
of being called in normal
traveling conditions.
Able to sustain intense
concentration when supporting
patients, relatives and staff;
these can be for long periods of
time.
Able to remain calm and provide
a high level of emotional support
for those who have high levels
of distress or who on occasions
are presenting challenging
behaviour such as
anger/aggression.
Able to work with multiple
presenting problems (e.g.
mental health issues in addition
to trauma and/or adjustment
problems).
To offer a sensitive and
accessible service to patients,
relatives and staff from different
cultures and backgrounds with
differing opinions and
expectations.
To demonstrate an awareness
of how demanding working in
healthcare can be and to
demonstrate strategies for
coping and to recognise the
need to seek emotional and|**AF, I, A**|A knowledge of
healthcare in NHS
Trusts and an ability
to understand how
trust policies and
procedures impact on
different groups of
staff and patients.|**AF, I, A**| ||spiritual support to enable safe
practice.
Commitment to the principles of
quality and service
improvement.
Good understanding of
legislation and regulatory
frameworks, national and local
policies relating to best practice.
Understanding of health
inequalities and reducing
barriers to engagement.
Knowledge of the Equality Act.|||| |---|---|---|---|---| |**Freedom to**
**Act**|Works within broad occupational
policies and has the freedom to
initiate action within chaplaincy
procedures.|||| |**Equality,**
**Diversity, and**
**Inclusion**|Evidence of having championed
diversity in previous roles (as
appropriate to role).|**I**|||