Public Health System Talent Management Programme North West Cohort

Transcription

1 Public Health System Talent Management Programme North West Cohort Applicant information pack August 2014

2 Contents 1. Context Programme aims Impetus for the programme Who should apply? What do we mean by second career turn? Benefits for participants, organisations and the system 2. The programme Introduction to the programme Programme plan Key programme dates Participant responsibilities Who will support the participants? Role of the line manager Who is involved in designing and delivering this programme? 3. Applying to the programme Explaining the applications and assessment process What s next? 4. Frequently asked questions 2

3 Context

4 Programme aims The Public Health System Talent Management Programme (PHSTM) aims to work with national, regional and local partners to develop individuals with the potential to take on influential roles in the public health and wellbeing system in near future. The programme s core goal at this pilot stage is to accelerate and deepen the participants impact on the public health system and thus the health and well-being of the wider population. To achieve this, it aims to develop a credible cadre of individuals with the necessary skills, capabilities, knowledge and commitment to be more effective and influential in their current role/s as well as to prepare them for the challenges of their next career step; from leading a small, purpose-specific team, to leading beyond their team and influencing the wider public health and well-being system. The programme will focus on particular developmental areas that will allow this potential to be accelerated. In addition to this, this programme will form part of a single common approach to talent management in the wider public health and well-being system. As part of this, the programme is designed to ensure that the public health system has access to the necessary pool of skilled individuals to provide high quality service now and in the future. The contribution of the pilot cohorts to this strategy will be to test the programme approach, content and inputs, including delivery through local areas/sub-regions. The two pilot cohorts (London and the North West) will also contribute directly to tackling the urgent staff development needs in the two pilot areas. Evidence of success and possibilities for improvement concerning this pilot will be drawn from various places including feedback from participants and feedback from line managers. 4

5 Impetus for the programme The public health and well-being system is made up of multiple agencies (local authorities, Public Health England, NHS agencies, voluntary and private sector providers etc.) which are mutually dependent in the delivery of shared goals. Each agency, and the system as a whole, needs staff who are as influential and capable as possible, professionally, technically, and in their personal effectiveness. One of PHE s explicit roles is to ensure that the system has access to the skilled individuals it needs by developing the potential of all staff. Furthermore, it gives additional attention to accelerated development of individuals in order to meet system needs, using an evidence-based approach and cooperation with other agencies to fulfil that role as effectively as possible. This pilot programme has been designed to support a cohort of individuals in developing their personal effectiveness, influence and impact. Once tried and tested, the programme will support the development of a highly capable workforce that can be accessed by all elements of the public health and well-being system, deepening these organisations impact on the health and well-being of the population. 5

6 Who should apply? Eligibility criteria The programme is intended for people who influence public health and well-being outcomes from a variety of backgrounds. All applicants must: 1. be at the second turn of their career, moving beyond specific team management towards leading bigger teams or leading beyond their teams to influence the wider public health and well-being system (refer to slide 9) 2. have a significant portfolio of experience at their current career stage 3. have a performance rating which is either good or excellent (or equivalent descriptions). If their organisation doesn t provide a rating, line managers will need to confirm that individuals meet the required performance level 4. be committed to learning and developing their personal effectiveness and making behavioural changes that accelerate and deepen the impact they have on the public health and well-being system 5. be able to commit to attending all the programme dates in full - listed below If you have any questions about the eligibility criteria, feel free to contact us at PHSTMNorthWestPilot@deloitte.co.uk Event North West Development needs assessment centre 4 November 2014 Launch event 3-4 December 2014 Residential February 2015 Residential May 2015 Regionally based learning sets Timing to be arranged by participants One-to-one discussions with the learning coordinator Timing to be arranged by participants 6

7 Who should apply? We are looking for people to take part in this talent programme who are positively impacting on the health and well-being of a place from a variety of roles. We are keen to receive applications from individuals who work in housing, adults and children s social care, environmental health, planning, education, regeneration etc., who can demonstrate a direct link between their role and working to improve health and wellbeing in a place. In order to apply, those who feel they meet the eligibility criteria will require: 1. nomination and support from their line manager who will sponsor them 2. approval from a senior sponsor (who is either a director or assistant director or equivalent level from the same organisation) All applicants must confirm that they can commit the time required to complete the programme in full (refer to previous slide) Applications will be assessed by two assessors using an assessment framework. This framework will recognise differences in career background and experience. Therefore applicants of varied backgrounds, in roles that are about improving the health and well-being of the public, directly or indirectly, are encouraged to apply. The assessment process aims to select applicants who: are at the same career stage have development needs which are similar and aligned to with those programme will address represent a broad mix of roles from across the system demonstrate commitment to their own personal learning and to the learning of their organisations and the public health and wellbeing system 7 The programme is focused on developing personal effectiveness and influence to successfully progress the applicant s career and deepen their impact on the health and well-being of the population. It is not a pre-requisite for an appropriate role nor is it a guarantee of any appointment. For those who are not successful in their application, this is not an indicator of their capabilities or potential; it might be because they are not at the same career stage, their development needs don t align with those the programme is seeking to address or the assessors are seeking a broader mix of roles from across the system. This programme focuses on capability development and does not address technical gaps. Applicants organisations are responsible for addressing any required technical up-skilling. If you have any questions about the eligibility criteria, timeframe or assessment framework, please contact us at PHSTMNorthWestPilot@deloitte.co.uk

8 What do we mean by second career turn? Pilot participants must be at the second career turn. This typically means that: they will increasingly need to operate and influence beyond their own, and their team s, operational boundaries and formal authority they may be moving beyond specific team management towards leading bigger teams If you have any questions about this, please contact us at 8

9 Benefits for participants, organisations and the system Benefits from applying to the programme Benefits from participating in the programme Participants Their organisation expert and independent feedback on your strengths and development needs an opportunity to formulate an individual development plan for you which both you and your line manager can take forward information and insights for you and your line manager to shape your learning and development needs, in addition to supporting discussions a opportunity for you to demonstrate their commitment to development and improving performance improved individuals self awareness focussed investment in learning and development insights into the potential of applicants focussed investment in learning and development an opportunity to shape the your learning journey through a range of learning elements (e.g. learning sets, learning coordinator sessions etc.) an individual development plan, which you will create and own to help focus development discussions between you, your line manager and the learning coordinator an opportunity for you to strengthen your skills and personal effectiveness development to support you in having a wider impact on the public health system the opportunity for you to be a part of a network of people at a similar stage in their careers, working in other roles and organisations across the public health system motivated and engaged staff improved individuals effectiveness in their current roles identification/recognition of the organisation as a talent management champion an opportunity to act as role model for other employers, locally, regionally and nationally focussed investment in learning and development an opportunity to directly contribute to a new and unprecedented workforce initiative The system 9 Insights into the learning and development needs of people at their second career turn, including a deeper understanding of how these differ across different roles within the public health and well-being system A coherent development framework where the needs of the system meet the best interests of those working within and across it staff who are more effective and impactful in their role thinking and acting system wide more joined up thinking and acting across organisational and sectoral boundaries staff secure in their employers commitment to learning and development improved public health and well-being outcomes

10 The programme

11 Introduction to the programme All participants will join the programme with both strengths and development areas. As well as focusing on participants own development needs, the programme allows participants to share their skills and expertise with the cohort, for the benefit of the whole system For applicants who are invited to attend the development needs assessment centre (the final stage of the applications and assessment process) the day will also serve as a developmental opportunity focusing on leadership styles, self awareness and understanding of own strengths and development areas. For those participants who are offered a place on the programme, the cohort will come together in person for three events and these will focus on the following areas and how they apply to the public health and well-being system: Launch 24 hours Framing the challenge Wicked issues Understanding and mapping the public health system and its changing context Forming learning sets and Personal Development Plans Residential days Navigating the system Evidence and its relationship to decision making Working with communities as assets Behavioural insights Democracy and government Residential days Maximising your impact Adaptive leadership Influence and impact Preparing for the future Applicants may have come across or covered parts of this content in other programmes, however this should not deter people from applying because the content, discussion and group work will be tailored to the public health and well-being system and participants will still benefit. 11

12 Programme plan (see the next page for dates) 12

13 Key programme dates Please ensure that you save the following dates in your diary in the event that your application is successful: Event Start date/time End date/time Venue Applications Applications open: 21 August 2014 Applications close: 19 Sept 2014 (12pm) By to: Notification of outcome/ invitation to development needs assessment centre Development needs assessment centre prework (360 tool) and feedback 10 October 2014 N/a 10 October October 2014 N/a Development needs assessment centre 9am 4 November pm 4 November 2014 Manchester Conference Centre Sackville Street, Manchester M1 3BB Invitation to join cohort N/a Week commencing 10 November 2014 N/a Programme launch 5pm 3 December pm 4 December 2014 All events will be held at: Residential 1 Residential 2 5pm 8 February pm 13 May pm 10 February pm 15 May 2015 Manchester Conference Centre Sackville Street, Manchester M1 3BB Learning sets One-to-one Learning sets will be scheduled by participants who will agree regional dates and venues amongst themselves, in between residential events Will be scheduled by participants between residential events The programme is being centrally funded and there will be no charge to participants attending all elements of the programme, except for travel expenses e.g. to events in Manchester. In order to keep attendance at an optimal level, if participants are accepted onto the programme and then miss one or more days we will charge their employer. The only exception to this is non-attendance due to illness. If you have any questions, please, feel free to contact us at PHSTMNorthWestPilot@deloitte.co.uk 13

14 Participant responsibilities By submitting an application, potential participants are confirming their motivation to be more influential in relation to public health and well-being. Participants will also commit to: attending the full duration of the programme, and attending all programme events contributing to group learning and actively participating in scheduled group activities completing a personal development plan (PDP) at the beginning of the programme, agreeing the plan with their line manager and learning coordinator in addition to regularly reviewing their progress taking responsibility for their personal learning and driving development through their PDP making best use of their line manager s and learning coordinator s available time to support their development working with their line manager and organisation to address any technical skills gaps, or any learning requirements not covered by the programme, and to access appropriate opportunities relating to these applying the programme learning within their daily work, contributing to the development of their organisation as a learning organisation If you have any questions, please feel free to contact us at PHSTMNorthWestPilot@deloitte.co.uk 14

15 Who will support participants? Programme director - The programme director will facilitate each of the events where the whole cohorts come together. They will support participants in reflecting on their learning and applying it to their roles back at work. They will also be the common thread for participants from the beginning to the end of the formal learning programme. Programme manager/ coordinator - Participants will be supported during the programme by the programme manager, who will be the first point of contact in relation to the co-ordination and logistics of the programme for both participants and line managers. The programme manager will ensure smooth delivery of the programme events including residentials, learning sets and one-to-one sessions, in addition to providing guidance to learning coordinators. Learning co-ordinator - The learning co-ordinator will support the participant to consolidate their learning, providing participants with the opportunity for one-to-one support. Participants will therefore be able to develop a relationship with the learning coordinator that encourages critical self-reflection and challenge in a safe environment. Line manager The line manager will nominate the participant and provide one-to-one support to the participant through the programme rooted in the practical realities of the next career turn. They will act as both mentor and a critical friend, providing practical support as well as professional challenge to enhance learning. The role will commence with the nomination process and will continue throughout the programme. Senior sponsor The senior sponsor will endorse / approve the participant s application and oversee the participants progress through the programme. They may mentor the participant to some extent. Learning sets The participants will be grouped into learning sets of six people and these sets will meet three times, facilitated by the learning coordinator. The participants in these sets will support each other through the programme and continue to do so after the programme is finished. 15

16 Role of the line manager The line manager will sponsor the applicant and support them during the application process by: discussing participation in the programme with potential applicants prior to completing the application form and checking if they meet the eligibility criteria completing a nomination form detailing suitability for the programme and confirming commitment to supporting the applicant throughout the duration of the programme only nominating and providing support to applicants who they believe will be more impactful in their current role as well as ready for the next career turn if appropriate and taking part responsibility with the applicant in achieving that goal authorising and supporting the applicant s absence from the workplace to attend programme events To support participants during the programme by: acting as a critical friend, providing practical support as well as professional challenge to enhance learning this may include brokering relationships or work experiences helping them take responsibility for their own learning, and supporting them in working with their organisations to address technical skills gaps, and any learning requirements not covered by the programme reviewing their personal development plans (PDPs) at the beginning of the programme to understand their learning needs and supporting them in their continued learning during and after the programme helping them apply their learning within their daily work in order to contribute to the development of their organisation as a learning organisation, and of the wider public health and well-being system Note Line managers can only sponsor one applicant Time commitment : The amount of time that a line manager is expected to commit will vary according to the needs of the individual they are supporting. Support for the application process is likely to take no more than half a day and it is likely that the ongoing time commitment throughout the programme will be between one and two hours a month. 16

17 Who is involved in designing and delivering this programme? PHE, the Local Government Association (LGA) and the Association of Directors of Public Health (ADPH) are jointly leading work to develop a single common approach to talent management for the whole public health and well-being system and have set up a small national delivery group to take this work forward. One key part of their focus is the Public Health System Talent Management Programme. Below we describe all the different organisations involved in designing and delivering this programme. Programme design Application and assessment Delivery of programme Deloitte has been commissioned to design the programme, bringing expertise from leading other public sector development programmes including the aspirant DPH programme. They will be working with the two pilot area subdelivery groups to cocreate the design. Deloitte has been commissioned to deliver the applications and assessment process which is described in this document. The two pilot area sub-delivery groups will have key roles in the assessment, specifically: Helping to identify potential applicants (through their line managers) Identifying individuals from the public health and well-being system, locally and nationally, to act as assessors, assessing application forms, sitting on a benchmarking panel to agree outcomes, and supporting the development needs assessment centre The programme team formed of people from the local PH system, will be responsible for the smooth running of all the learning. The team will include: programme director, programme manager/coordinator and learning coordinators (see slide 12 for role summaries). These roles will largely be delivered by local public health people, but where necessary, external individuals will be commissioned. There is a clear intent to build the capacity and capability of the public health resources to ensure the sustainability of this programme Expert contributors will be engaged to deliver learning on specific content areas at the whole group events The two pilot area sub-delivery groups will provide access to any existing offerings and development opportunities to tap into for participants National delivery group responsibilities Link in all relevant stakeholders and broker involvement of the various organisations for the pilot, including local authorities, PHE regional centres, PHE national roles based in the pilot area, and others across the PH system Act as design authority and sign-off of programme deliverables, ensuring quality Oversee the delivery of all learning events for the two pilot cohorts and the programme evaluation framework 17

18 Applying to the programme

19 Explaining the applications and assessment process Applications for the programme close on 19 September 2014 at 12pm. The application comprises of: an application form to be filled in by potential participants, along with separate attachments outlined in the application form a line manager/ sponsor nomination form to be filled in by line managers and signed by a senior sponsor The application and assessment process is as follows: Key dates for applicants 1. Webinars to provide line managers with guidance on their role 2 September/ 4 September Line manager conversations with potential applicants To be completed by 16 September Completion and submission of the application form by the applicant to PHSTMNorthWestPilot@deloitte.co.uk Completion and submission of the line manager nomination form to PHSTMNorthWestPilot@deloitte.co.uk To be completed by 12pm on 19 September 2014 To be completed by 12pm on 19 September 2014 Review and assessment of application and nomination forms by 5. To be completed by 3 October 2014 independent assessors Review of assessor feedback by benchmarking panel and outcomes of 6. To be completed by 9 October 2014 each application agreed Confirmation to participants of success of application (i.e. invitation to 7. To be completed by 10 October 2014 assessment development needs centre) Release of pre-work to selected applicants and their colleagues October 2014 identified in line manager/ sponsor nomination form 9. Completion and submission pre-work To be completed by 12pm on 30 October Applicants to attend the development needs assessment centre* 4 November 2014 Outcome confirmed to both successful and unsuccessful candidates and 11. To be completed by 14 November 2014 invitation to join cohort 19 * Development needs assessment centre will be a day-long event, comprising of a variety of group and individual exercises. Successful candidates will become a part of the pilot cohort and the programme.

20 Explaining the applications and assessment process Line managers will be participants' sponsors for the programme. Applications will not be considered complete without a line manager nomination form. The purpose of the line manager nomination is to confirm that: the applicant meets the eligibility criteria outlined on page 8 of this document the applicant is motivated to be more impactful in their current role and is likely to be moving on to the next career turn within the foreseeable future The line manager believes the programme will aid the applicant in addressing their development needs The line manager will provide the applicant with the support they need during the programme, including ensuring that they are able to attend all events Line managers can only nominate one person to the programme All applicants will also require approval from a senior sponsor who will be asked to sign the nomination form. Senior sponsors should be either a director or assistant director or equivalent grade and employed by your current organisation If you have any questions about the application and assessment process, feel free to contact us at PHSTMNorthWestPilot@deloitte.co.uk 20

21 What s next? 1. If you have any questions regarding the programme or your application, please contact: PHSTMNorthWestPilot@deloitte.co.uk 2. The first thing you should do is have a conversation with your line manager about the programme and its suitability for you 3. Once you and your line manager agree that the programme is right for you, complete your application form and send it, along with other attachments required as outlined in the form to the programme team PHSTMNorthWestPilot@deloitte.co.uk by 12pm on 19 September Ensure that your line manager completes the nomination form, which they will send directly to the programme team at PHSTMNorthWestPilot@deloitte.co.uk by 12pm on 19 September 2014.This will need to be counter signed by your senior sponsor. 5. The application form and nomination form can be completed simultaneously and can be submitted together OR separately via . Line managers do not need to share their nomination form with applicants but it is required that applicants share their application forms with line managers. Applicants will be responsible for ensuring that line managers complete their nomination form before the deadline. It will not be possible to assess incomplete or late applications 6. If your application is successful make sure you can attend the development needs assessment centre on the 4 November If you are successful at the development needs assessment centre join the programme on 3 December

22 Frequently asked questions

23 Frequently asked questions 1. What is the deadline for the application submission? The last date for the submission of your application forms is 12pm, 19 September Please remember this is also the last date for submission of the line manager nomination form and kindly ensure that your line manager completes and submits their nominations form on time. 2. How many sponsors do I need to support my application and who can they be? The application process requires a sponsor and senior sponsor to support your application. Sponsor - your line manager is your sponsor and needs to complete and submit a nomination form to support you and your application Senior sponsor - your application needs to be approved by a senior sponsor. Senior sponsor needs to be a director, assistant director or equivalent from the same organisation as you and your line manager and committed to your development. The senior sponsor will approve the application by signing-off the line manager nomination form 3. How many spaces are available in the pilot cohort and how will these be allocated? Thirty spaces are available each in the London and North West cohorts of the pilot programme. These will be made up of people from across the system who work in roles that influence the health and well-being of the population. 23

24 Frequently asked questions 4. How will applications be assessed? What are the criteria? All applications will be assessed by two assessors (one national and one local), who will review your suitability for the programme. Assessor feedback will then be reviewed by an independent benchmarking panel and the outcomes of each application agreed upon. The assessment aims to select applicants who: are at the same career stage have development needs which are similar and aligned with those this programme will address represent a broad mix of roles from across the system demonstrate commitment to their own personal learning and to the learning of their organisations and the system 5. What if my application is not successful? When the outcomes of the applications are communicated, the unsuccessful applicants will be provided with an opportunity for a 30 minute feedback conversation with a local assessor. Please remember the success of your application is not an indicator of your capabilities or your potential; it might be because you are not at the same career stage, your development needs don t align with those the programme is seeking to address or we are seeking a broader mix of roles from across the system. 6. Iam not sure that the PHS talent programme is for me. Who can advise me? Please read the participant information pack before applying and use your line manager to help you determine whether the programme is right for you. You can also contact the leadership lead for your part of the system to support you in deciding whether to apply to the programme. To get the details of your leadership lead and if you have any other questions, please feel free to contact the programme team at PHSTMNorthWestPilot@deloitte.co.uk 24

25 Frequently asked questions 7. Is the programme specifically targeted for public health professionals only? The programme is targeted for applicants from a variety of public health backgrounds, not just based within public health, but anyone who has a key role in influencing the health and well-being outcomes of the population and who meet the eligibility criteria. For e.g. roles that have not traditionally been based in public health but could be interested in this programme might include environmental health, housing, commissioning, intelligence/ analysis etc. and those in supporting roles 8. What are the responsibilities of the participant? By applying to the programme, you are confirming your motivation to be more effective and influential in your current role/s and/or be preparing for the challenges of your next career step. You are also confirming that you can attend all the programme events (please refer to slide 13). Participants will also need to commit to: contributing to group learning and actively participate in scheduled group activities making best use of the available time of their line manager/ sponsor to support their development completing their personal learning plan at the beginning of the programme 9. What happens if I cannot attend all the programme events? All participants are expected to attend all the programme events and should not apply to the programme unless they are able to do so (please refer to slide 13). Please note that a non-attendance fee may be levied on a per day basis if participants fail to attend an event. 25

26 Frequently asked questions 10. What support is available throughout the programme? Participants will be supported by the programme director, programme team, their learning coordinator and their line manager/sponsor. Programme director: The programme director will facilitate each of the events where the whole cohorts come together and will support participants in reflecting on the learning and applying it to their roles back at work. They will be the common thread for participants from the beginning to the end of the formal learning programme Programme manager/ coordinator: Participants will be supported during the programme by the programme manager, who will be the first point of contact in relation to the co-ordination and logistics of the programme for both participants and line managers. The programme manager will ensure smooth delivery of the programme events including residential, learning sets and one-to-one sessions and provide guidance to learning coordinators Learning co-ordinator: The learning co-ordinator will support the participant to consolidate their learning, providing participants with the opportunity for one-to-one support. Participants will therefore be able to develop a relationship with the learning coordinator that encourages critical self-reflection and challenge in a safe environment. Line manager The line manager will nominate the participant and provide one-to-one support to the participant through the programme; rooted in the practical realities of the next career turn. They will act as both mentor and a critical friend, providing practical support as well as professional challenge to enhance learning. The role will commence with the nomination process and will continue throughout the programme. Senior sponsor The senior sponsor will endorse / approve the participant s application and oversee the participants progress through the programme. Sponsor may mentor the participant to some extent If you have questions regarding this programme, please feel free to contact us at: PHSTMNorthWestPilot@deloitte.co.uk 26