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“Partnership in Practice” Royal Berkshire Foundation Trust & Job Centre Plus

“Partnership in Practice” Royal Berkshire Foundation Trust & Job Centre Plus. Miriam Palk Clinical Resourcing Manager. Background - Meeting July 7 th 2009. Largest local employer (over 4000 employees) committed to sourcing as many appropriately qualified staff from the local population

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“Partnership in Practice” Royal Berkshire Foundation Trust & Job Centre Plus

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  1. “Partnership in Practice”Royal Berkshire Foundation Trust & Job Centre Plus Miriam Palk Clinical Resourcing Manager

  2. Background - Meeting July 7th 2009 • Largest local employer (over 4000 employees) committed to sourcing as many appropriately qualified staff from the local population • Experience from Trust Open Day in January 2009 – 1000+ visitors • Centralising the selection of Health Care Assistants - generic advertising & assessment centre philosophy to reduce waste of resources and improve quality of applicants • Recognition of the “transferable skills” sets of people who would previously not have seen themselves as suitable for clinical jobs/careers • End of meeting plan to do open day & gauge interest

  3. What happened ? • 21st July held open day in Job Centre Plus building staff by RB FT and Job Centre Plus staff • 175 people attended the open day • 206 people applied for health care assistant jobs • 60 people were short listed & offered places on a assessment day • 4th August and 1st Sept

  4. Experience Focus • very short timeframe • little time to develop trust in our joint working relationship • regular discussion, e-mail, face to face and by phone • clarity on each organisations requirments – clear, timely and measurable outcomes for both Job Centre Plus and RB FT Support • mutual support of both organisations & the candidates • involve other organisations e.g. Action for Employment, Newbury College, Reading University

  5. Lesson’s Learnt • Be prepared to share information • IT skills training for candidates make a difference – NHS application process is on-line via NHS Jobs • Encouraging candidates to think of transferable skills • At short listing stage – short listers do not know if candidates are Job Centre Plus clients • Post interview analysis shows 30% of the first 2 assessment centre candidates who were offered posts were Job Centre Plus clients [new deal & recruitment subsidies] • NHS senior clinical and managerial staff more aware of Job Centre Plus and what it can offer

  6. Way forward • Support and development of candidates who are not short listed due to poor application or fail assessments • IT skills • numeracy • literacy • Joint working across the organisations to support understanding of opportunities to source staff from the local community via Job Centre Plus • Training – skills for health packages Recommendation • Do NOT do this type of change from start to end in less than 4 weeks unless you are MAD …… but • I do recommend other NHS employers to do it and use our model if it will work for you

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