Leadership and Management Review

1. Leadership and Management Review Staff Consultation 22nd October 2012

2. Agenda Vision Background Proposals Staff Protocol Timetable Questions

3. Vision - Handout

4. Background

5. Background to the Review • Targeted Services as part of Families First was established between June 2011 to September 2011. • Following implementation it was agreed that a review of the structure and skills was necessary to align the services that had come together to ensure the new service was fit for purpose. Scoping took place betweenOctober2011 and September 2012: • The nature of work involved in the scope was established: • Management structures across Targeted Services • A work stream was established and consisted of; Strategic Lead for Targeted Services and Partnerships and Developments, County Managers for Children’s Centres and Local Support Teams, a District Team Manager and a HoC, a County Commissioner and a District Children’s Commissioner, Transformation Support Unit (TSU), Early Years Project Co-ordinator, HR and Organisational Development. • The outcome was agreed; a new leadership and management structure be aligned across a district taking into account the responsibility for Children’s Centre and Local Support Teams. • Scoping exercises were completed in the form of research (local and national), engagement sessions, questionnaires and focus groups.

6. Background to the Review Principles agreed to support the new model: • Moving to a cluster and hub and spoke method of delivery • Moving towards a new district model • Developing fully integrated services • Working within the Council’s operating model • Providing value for money • Generating efficiencies and improvement • Establishing a model that supports the most vulnerable within the context of universal settings • Working even more closely with partners, including schools and health • Moving to a model that is family orientated

7. Proposals

8. Offers an integrated leadership and management structure for Targeted Services. Aligns to the ‘operating model’ and the ‘One Council Approach’. Is part of the vision for ‘People’. Common processes, reducing duplication, and creating better sharing of information Clearer accountability with partners and commissioners. Allows a structure of management for an integrated family based service. Provides some infrastructure and business knowledge to move towards a new model of delivery; commissioned provider, traded services, etc. Proposed New Structure

9. Positions in scope for the review Head of Children’s centre Team Manager Targeted Services Care Manager Educare Manager Education Manager Education Leader Business Manager Extended Services Manager Family Services Manager Learning Development Manager LST Co-ordinator Team Leader (TYS)

10. Proposed New Structure District Leader for Children and Family Targeted Services G12 x 8 FTE Families First Business Manager Support Services Manager (SSM) G10 X 1 FTE Locality Co-ordinator for Children and Family Targeted Services G10 x 19 FTE Business Co-ordinator for Children and Family Targeted Services G9 x 8 FTE

11. Staff Protocol

12. All staff are in scope and are to be considered “at risk” There are three new designations of District Leader (Grade 12), Locality Co-ordinator (Grade 10) and Business Co-ordinator (Grade 9) as well as an additional Support Services Manager position (G10). Ringfence arrangements are proposed as follows: The Business Manager posts are ringfenced to the Business Co-ordinator x 8 FTE and Support Services Manager x 1 FTE The Head of Children’s Centres and District Team Managers are ringfenced to 8 FTE District Leader posts The Care Manager, Educare Manager, Extended Services Manager, Family Services Manager, Learning Development Manager, LST Co-ordinator, Team Leader (TYS) and Education Manager are ringfenced to 19FTE Locality Co-ordinator positions. Staff Protocol

13. Staff Protocol There will be the opportunity to apply for the positions via a full competitive process. Preferences of district will be asked for on the application form. Assessment will be via a short listing and interview process for all positions however there will be a further assessment for the District Leader positions. Any unsuccessful in securing a position in the new structure following interview will be subject to the normal redeployment process. Appointment will be based on preferences however it can not be guaranteed that all staff will be placed into their preferred position. LST allocation (where appropriate) will be based on experience and specialist background knowledge.

14. Successful applicants will be appointed on their substantive hours Current Salary Protection arrangement will apply Redeployment Mileage will also apply where appropriate District Leaders, Support Service managers and Business Co-ordinators will be Essential Car users and Locality Co-ordinators have been classed as Casual. Those unsuccessful at interview or through redeployment will be redundant. Appeals are in accordance with HR92 Staffing Protocol policy Employees are expected to fully engage in the appointment process Staff Protocol

15. Timescales

16. Consultation Starts and ends 22 Oct – 18 Nov 2012 Return of Application 7 Dec 2012 Forms Phase 1 by Phase 1 recruitment - Staff informed if 18 December 2012 they are unsuccessful/successful for interview Phase 1 Interview process 8 Jan 2013 – 10 Jan 2013 Staff informed if they unsuccessful/successful for position 11 Jan 2013 Phase 2 return of application forms 14 Jan 2013 Phase 2 recruitment Staff informed if they are unsuccessful/ Successful for interview 18 January 2013 Phase 2 interviews Locality Co-ordinator 28 Jan – 8 Feb 2013 Support Services manager 8 Feb 2013 Phase 2 confirmation of unsuccessful/successful 11 February 2013 applicants Summary of Key Dates

17. Questions?