Job Title: Asset and Information Manager
Overview
This specialised post will develop, maintain, operate and manage Asset Management
and Estates Information systems for the Trust. To generate statutory reports and information.
To liaise closely with Finance, Supplies and Estates Management to ensure all acquisitions, disposals and changes relating to assets are identified, documented and managed effectively. To ensure all Capital Requisitions for equipment are identified on the Asset Register. To support Clinical Directorates and Senior Managers Trust-wide in providing Estates information relating to Capital Assets/Capital Charges/equipment/replacements.
NHS Banding
5
Salary
£24K-£30K
Formal Qualifications, education & training required
Minimum HNC/NVQ Level 4/5 or equivalent ideally in an Estates-related subject.
Initial induction and training period of three months
Essential skills and competencies
- Comprehensive knowledge of physical assets as found in a large acute hospital. Excellent planning and organisational skills.
- In-depth specialist knowledge of capital charges/asset management and Estates information
- In-depth knowledge of supplies, procurement and Estates procedures
- Good computing knowledge and keyboard skills relating to suited programmes and operating systems specific to Asset Management and Capital Charges
- Excellent communication skills. Ability to analyse complex information
Desirable skills and competencies
• Good knowledge of capital asset and management software systems
• Familiarisation with acute hospital operational procedures
• Working knowledge of acute hospitals/equipment and service types
Essential experience
• Understand a range of works procedures and practices, together with financial awareness,
which require specialist knowledge gained through formal training and a minimum of three years experience in Asset Management and Estates Management
Disclaimer
The salary banding for any NHS post has a clearly defined start point, and salary progression based on nationally negotiated pay scales (Agenda for Change). These bandings and pay points are widely available https://www.nhsemployers.org/pay-pensions-and-reward/agenda-for-change/pay-scales/annual
The agreed starting point for any post is at the bottom of the pay scale with annual progression until the top of the pay scale is reached. Candidates should expect to start on the bottom of the pay scale for the role they are considering unless they have previous directly related NHS experience in a similar role.
