Cotswold

1
Cotswold Vale PCT

• BOARD MEETING
• 14th June 2005
• NATIONAL WORKFORCE INITIATIVES

2
Agenda for Change ? Overview ?
Process ? Timescales ? Budget ?
Progress ? Risks ? Next Steps
3
Agenda for Change Brief Overview ? New pay
system ? Equalise arrangements ? Harmonise
terms and conditions ? Opportunity to clarify
current jobs ? Increase scope to create new
roles ? Improve link between career and pay
progression ? Applies all staff (except
doctors, dentists and directors)
4

• Agenda for Change Process
• Jobs descriptions (JDs) completed by staff
  signed off by manager
• JDs considered by matching panels
• Aim to match to national profiles/new pay bands
• Panels (min 3) consist of mix of staff and
  staff side representatives
• Process completed 2 or 3 times if panel fail to
  agree
• JDs then put through job evaluation to assess
  size/pay band
• Consistency checks with other results within
  PCT/across AGW
• Notification to payroll triggers transfer to
  new system
• Assessment of costs
• Communication to individual
• Knowledge and Skills Framework (KSF) outline
  agreed

5

• Agenda for Change Timescales
• All staff assimilated by September 2005
• KSFs agreed by October 2005
• AGW monitor progress against key milestones
  monthly

6

• Agenda for Change Budget
• 500k over 2 years (2004/05 and 2005/06) for
  increases to paybill
• 60k to help with implementation costs

7

• Agenda for Change Progress
• -
• ? Competent project team ? Behind AGW/DoH
  targets
• ? Comprehensive plan ? Struggling to
  forecast costs
• ? Effective Steering Group ? Lack of resource
  for KSF
• ? Focus on fewer JDs to cover groups ? Havent
  seen any benefits
• ? Adopting county-wide approaches ? Weekly
  reporting required by AGW
• ? Great working relations with staff side
• ? Tremendous support for volunteers
• ? Excellent communications

8
(No Transcript)
9

• Agenda for Change Risks
• ? Fail to meet targets
• ? Exceed budget
• ? Focus on mechanistic process
• ? Create further pay and policy anomalies
• ? KSF work not started urgently needs resource
• ? Expectation high potential to really damage
  morale

10
Agenda for Change Next Steps

• AGW require plan showing full implementation by
  Sept, headlines-
• Must finalise outstanding JDs on phased basis
  by end June
• Need to increase no of matching panels
• Next 10-12 weeks need 4 dedicated panellists
• Will also need further 4 people for up to 4 weeks
  for Job Evaluation jobs that fail matching
• Panellists to come from list of volunteers will
  impact on HR and Ops
• Need to appoint KSF project manager additional
  temporary post
• Steering Group to monitor plan on a fortnightly
  basis with regular updates to the Board would
  recommend NED representative
• Need to continue to work in partnership with
  staff side
• Estimate additional costs c100k above budget of
  60k

11

• Improving Working Lives (IWL)
• Overview
• Process
• Timescales
• Budget
• Progress
• Risks
• Next Steps

12

• IWL Overview
• An accreditation scheme for NHS employers
• Measures us against a set of employment
  standards
• Encourages balance between work and home lives
• Ensures staff are valued, trained, developed and
  supported regardless of working pattern
• Different levels of accreditation
• Practice level achieved January 2004
• Practice Plus must be achieved by March 2006
• Have to prove we match the ethos of IWL its
  more than policies

13

• IWL Practice Plus Accreditation Process
• Trusts must achieve accreditation by March 2006
• Key standards assessed -
• ? Human Resources and Strategy Management
• ? Equality and Diversity
• ? Communication and staff involvement
• ? Healthy Working
• ? Training and Development
• ? Flexible Working
• ? Staff Benefits and Childcare

14
Improving Working Lives Progress

• Revised Steering Group broad representation
  chaired by Martin Freeman, PEC/GP
• Prioritised action plan drawn up from Practice
  Assessment, ILW and national staff opinion
  surveys
• Detailed self-assessment submitted to AGW in
  March 2005 encouraging feedback
• Agreed theme for story board required to show
  assessors our IWL journey to be used to raise
  awareness across the PCT

15
IWL Story Board
Progress illustrated by a stick man who gathers
friends and more equipment along the way
Based on the Cotswold Way
Features case studies of visual improvements for
staff, including quotations and photos
16

• IWL Key Issues
• Tremendous progress hugely dependent on small
  group of people
• Comprehensive plan overly reliant on policy
  and strategies - ultimately its what staff think
• Central communications good need to get teams
  talking about IWL
• Accreditation could be within our grasp but
  opportunity cost of time and investment (no
  budget)
• Need to hold focus groups logistics, cost and
  enthusiasm
• Need to compile documented evidence
• Unclear how much GP practices will need to be
  included

17

• IWL Key Risks
• Training and Development
• Fail to invest in training and development
• Fail to complete appraisals
• Fail to implement KSF/A4C
• HR Strategy and Management
• Fail to effectively link workforce strategy
  and planning with
• service delivery and change
• Latest opinion survey results
• Significantly low scores in key areas

18
Improving Working Lives Next Steps

• Steering Group to continue to direct action and
  monitor progress
• Increased communications activity linked to
  story board
• Use team meeting structure to obtain focus group
  feedback
• Formal assessment due October 2005 results
  December
• Further Board presentation in September to
  determine if PCT ready to proceed with formal
  assessment
• Note PCT can only delay until March 2006 latest

?