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NHS Leadership Academy Staff Exchange

@Martin_Hancock_. NHS Leadership Academy Staff Exchange. Martin Hancock Director of Talent Management 29 Jan 2019. O u t li n e. National update Questions [Break] National Programmes Team. National Update. Long term plan implementation Staff Engagement. Long Term Plan update:.

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NHS Leadership Academy Staff Exchange

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  1. @Martin_Hancock_ NHS LeadershipAcademy StaffExchange MartinHancock Director of TalentManagement 29 Jan2019

  2. Outline • National update • Questions • [Break] • National ProgrammesTeam

  3. NationalUpdate • Long term planimplementation • Staff Engagement

  4. Long Term Planupdate: • Do more to develop and embed cultures of compassion, inclusion, and collaboration across the NHS,including: • programmes and interventions to ensure a more diverse leadership cadre, and more inclusive cultures, to improve the experience and representation of all staff and the population they • serve • leadership development offers available to staff at all levels, and the establishment of a faculty of coaches and mentors available to support seniorleaders • developing the knowledge of improvement skills and how to apply them for all levels of leadership in theNHS

  5. Long Term Planupdate: “Expand the NHS graduate management training scheme, and support for graduates from the scheme, while also identifying high-potential clinicians and others to receive career support to enable progression to the most senior levels of theservice”

  6. Long Term Planupdate: Consider benefits and operation of a professional registration scheme for senior NHS leaders, similar to those used in other sectors of the economy and amongst other NHS professionals, which would recognise the role of NHS management and help the NHS attract and retain the best people for the most challengingjobs.

  7. Long Term Planupdate: Introduce measures to support transitions from other sectors into senior leadership positions in theNHS

  8. Long Term Plan WorkforceImplementation: Workforce Implementation Steering Group Chaired by Baroness Harding, Chair, NHSI ProgrammeTeam WorkingGroup 1. Future Medical & Dental workforce Chaired by StevePowis 4. Leadership, Development& Talent Management Chaired byPeter Homa 3.Making NHSbest place towork Chaired by NavinaEvans 2.Future clinical workforce* Chairedby RuthMay 5. Tech skills &enablement Chaired by DavidBehan Cross-cutting & enabling workstreams (reporting into National Workforce Working Group) Workforce Analysis Workforce architecture Workforce transformation International Recruitment** 8|

  9. Long Term Plan WorkforceImplementation: Workforce Implementation Steering Group Chaired by Baroness Harding, Chair, NHSI ProgrammeTeam WorkingGroup 1. Future Medical & Dental workforce Chaired by StevePowis 4. Leadership, Development& Talent Management Chaired byPeter Homa 3.Making NHSbest place towork Chaired by NavinaEvans 2.Future clinical workforce* Chairedby RuthMay 5. Tech skills &enablement Chaired by DavidBehan Cross-cutting & enabling workstreams (reporting into National Workforce Working Group) Workforce Analysis Workforce architecture Workforce transformation International Recruitment** 9|

  10. InputsOutputs Workforce Implementation: Leadership and TalentManagement HEE 2018workforce planconsultation DPIC “LeadershipDevelopment and Improvement framework” NHSWorkforce Implementation Plan Kark Report “Fit and properperson” NHS BME Leadership RepresentationStrategy Themes Priorities Recommendations Kerr Review “EmpoweringNHS Leaders toLead” FMLMReview “Clinicalleaders” 4. Leadership, Development& Talent Management Chaired byPeter Homa 10 year vision Objectives andoutcomes Year 1 People Directorate Deliverables 2019/20 HEE mandatedeliverables Other work- steams Process 10|

  11. StaffEngagement • Themes: • Inclusion. The experience of working at the Academyis different. • Senior leadershippresence. • Silo working andalignment. • Issues by team, by location, andbyindividual. All areimportant.

  12. StaffEngagement • Principles: • Our aim is “NHS Leadership Academy has a climate and culture that enables every staff member to be valued and tothrive.” • This aim will be a deliberate workstream that will be discussed at every Management Board and in every teammeeting. • Co-creation of work that need tobeprogressed. Thisis everyone’responsibility.

  13. Transfer • HR - Formal consultation has closed; informal consultation continues until point oftransfer • Planned response to consultation due in next 10 days –we will update in Academynews • Workstreams all progressing – finance; estates; IT, comms governance. • In Debbie’s absence – Caroline and Katia continuing todeliver the work needed with the leads of each of theworkstreams • Please continue to useNHSLAorgchange@hee.nhs.ukfor anyquestions

  14. @Martin_Hancock_ NHS LeadershipAcademy StaffExchange Questions anddiscussion

  15. NHS LeadershipAcademy StaffExchange National ProgrammesTeam Gill Rooke – Head of National Programme Delivery Gill.rooke@hee.nhs.uk

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