Early Help and Targeted

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Early Help and Targeted Youth Support Final Staf
f Engagement Briefing 18th March 2016
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Agenda

• Reshaping objectives
• Feedback received
• Final confirmed structure
• Next Steps
• VR Outcomes
• Assimilation Outcomes
• Vacancy Preference Process

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Recap on Objectives

• A joined up approach to supporting children
  young people
• A reduction in handoffs across service areas
• Achieving the savings required explicitly in YOS
  as a result of projected reductions in funding
• Increase the collaboration of expertise and
  functions across service areas
• Very little reduction in the numbers of front
  line practitioner posts across all service areas.

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Thank you

• Recognise this is a significant change process
• Meaningful engagement and feedback critical to
  shaping a service fit for the future
• Excellent engagement from staff so far
• Support from Trade Union colleagues greatly
  appreciated

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Summary of Feedback Received

• Significant focus on titles of roles in structure
• Balance of Generic Targeted Youth Support roles
  and more detailed ones e.g. CYP Rights
• Need to retain Equalities Diversity, and CFRS
  specialisms
• Assimilations for non CCC terms and conditions.

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Explanation of Changes to Initial Proposal

• 11-19 Youth Work roles renamed Targeted Youth
  Support
• Majority of roles have Early Help removed from
  title to ensure differential from existing Area
  Early Help Officers
• Added new roles
• (i) Targeted Youth Support Officer (Fire
  Rescue)
• Equalities Diversity Officer
• Targeted Youth Support Officer (Children Young
  Peoples Rights
• Added 3 new profiles

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Final Structure
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Final Structure
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Final Structure
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Final Structure
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Final Structure
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Reshaping Process
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Assimilation Outcomes

• Current Assimilation Policy relating to the grade
  match criteria challenged by GMB (not Unison)
  and is now subject to formal dispute process.
• Corporate discussions are ongoing
• Outcomes will be notified once the discussions
  with the Council and Trade Unions have completed
  regarding the assimilation process
• Current assimilation process will compare old and
  new roles to determine where direct appointments
  can be made
• Current Policy states Roles must be same grade
  and 75 match / substantially similar against
  each assimilation criteria. Where it is
  identified that there are more people than posts,
  a competitive interview process will take place

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Assimilation Outcome

• Currently the grade match requirement will not
  apply where employees are on different pay and
  grading structures following TUPE
• Employees not assimilated to posts confirmed as
  at risk of redundancy and are able to apply for
  vacant posts through the vacancy preference
  process
• All employees in scope will receive a
  personalised letter from the Service Centre
  confirming the outcome of the process
• VR outcome
• Confirmation of assimilation
• Confirmation of VPP

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Vacancy Preference Process

• Process will run from 4th April
• Ability to apply for
• up to 3 posts
• No restriction on grade
• Letters contain links to make an application
• Maximum character limit for applications is 3000
• 1 interview where possible
• Interview dates confirmed asap

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Support and Advice

• Both face-to-face and website
• Engagement period
• People Management support
• Learning Development service
• Trade Union representatives
• Pensions Service
• Employee Information Website

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Discussion Questions?