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securing the future finance talent for the Midlands

Learn about the Nottinghamshire Co-operative Training Scheme, an innovative program aimed at creating a pool of high-quality trainees for the public sector in Nottinghamshire. Developed in collaboration with CIPFA, the scheme addresses skills shortages, succession planning, and the need for cost-effective training. Discover how it works, the benefits, and future developments.

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securing the future finance talent for the Midlands

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  1. securing the future finance talent for the Midlands July 2013

  2. Welcome • Nottinghamshire Co-operative Training scheme: • Innovative • Highly relevant • Strong results • To tell you more: • Paul Simpson, Nottinghamshire County Council • Mark Kimberley, Gedling District Council • Charlie Radford, Nottinghamshire Police & Crime Commissioner • Questions

  3. Paul Simpson Nottinghamshire County Council NOTTINGHAMSHIRE PUBLIC SECTOR FINANCIAL MANAGEMENT TRAINING SCHEME

  4. Contents • Nottinghamshire Co-operative Training Scheme • Background • How it works • Issues and risks • Future developments • Further information • Questions

  5. Nottinghamshire Co-operative Training Scheme – in a nutshell • Innovative new scheme developed to create a pool of high quality trainees for Nottinghamshire • Trainees rotate around the participating organisations across the training period • Developed by the Nottinghamshire Finance Officers Group in conjunction with CIPFA • 9 trainees 9 organisations recruiting, training and developing together

  6. Background • Skills shortage - trainee posts disappearing from many authorities, often only existing staff progressing through professional training. • Ageing membership - over 700 active CIPFA members across 84 local authorities with over half 45yrs +. Succession planning is vital. • Economic climate - austerity measures and continuing cuts affecting head count and training budgets…short-sighted but understandable. • Aptitude of staff - ability of PQ students to complete all their training can be an issue…need individuals with the aptitude to work and progress in public finance. Training must be cost-effective if investment is to be justified. • Difficult times call for innovative • solutions….

  7. Recruitment • Provided by GradWeb – award winning recruitment specialists working with Society of London Treasurers (SLT) recruitment • Joint recruitment and selection gave economies of scale and best practice • Recruitment designed to attract graduates from diverse backgrounds with passion for public sector finance • Rigorous selection process with more than 500 graduates expressing an interest for 8 positions

  8. Nottinghamshire Co-operative Training Scheme – how it works

  9. Timetable - 2013

  10. How it works • Management and coordination • Dedicated co-ordinator– Business Development Manager @ Nottinghamshire County Council will manage and develop the scheme and employ the trainees on behalf of all participating organisations • Finance – orgs are funding 0.5fte, 1fte and 2fte • Finance – recharge will be quarterly and pro rata • Trainees - rotate across the employers according to the needs of the organisations • Trainees - experience a range of structure and political environments • Trainees - work throughout a period of local/national elections

  11. How it works • Placement plan – 6 / 9 / 12 month challenging placements • Induction – overview scheme induction & local induction • Line management – placement line manager • Joint performance appraisal – 6 and 12 monthly • Personal development plans – based on competency framework • Cohort events – network event calendar including CIPFA student events • Training - Nottingham Business School @ Nottingham Trent University • Qualification - CIPFA qualified accountants & financial managers

  12. Key Features • Single HR process / recharge mechanism – keep things simple • Common terms and conditions • Coaches and mentors • Partner contributions to programme development • Competency framework • 4 way agreement – trainee, scheme management, employing org and training provider • Placement matrix

  13. Joint Recruitment Scheme – benefits • Economies of scale -combine investment in recruitment & training • High calibre of trainees - emphasis on attracting future talent who make an instant impact. • High pass rates -SLT / GradWeb have higher pass rates than any other scheme. Since 2003 : • 247 high calibre graduates recruited • 89% of offered candidates accepted roles • 85-90% first time exam pass rates, much higher than national average • High retention rates of c97% - trainees stay for the duration of the scheme and longer • High retention – rates of c97% - trainees stay for the duration of the scheme and longer. • Succession planning and talent management - addresses the need for more individuals entering the profession to replace those leaving or retiring • Open to all -allows smaller orgs to recruit and train that otherwise wouldn't be able to. • Collaboration in the shared services era – work across organisations develops best practice and demonstrates cost savings. Gains approval from elected members /delivers VFM.

  14. Charlie Radford Chief Finance Officer Nottinghamshire Police & Crime Commissioner

  15. Police & Fire • Precepting Authorities • Police & Crime budget for 2013-14 is £196.9m • Fire & Rescue Budget for 2013-14 is £43.9m • Finance functions of differing sizes Nottinghamshire Police & Crime Commissioner

  16. Why Train Now? • Austerity • Quality • Expect MORE and need to give MORE • PCC & Future requirements Nottinghamshire Police & Crime Commissioner

  17. Success • A selection of experienced & qualified accountants • Succession planning • Legacy Nottinghamshire Police & Crime Commissioner

  18. Communications Team View from a District Council Mark Kimberley Corporate Director Gedling Borough Council

  19. Gedling Borough Council/Notts Districts • Similar in size and spend • Good/Excellent financial track records • Relatively small finance functions; (GBC-1 qualified post in Audit, 4 in Financial Services and CFO) • Good support for CIPFA training (GBC usually by internal encouragement of technician to undertake further training) • Limited joint working/shared services

  20. Why I wanted to be part of the ‘Notts Public Sector Financial Management Training Scheme’ • Previous participation in an East Midlands training scheme that gave a small number of training opportunities to spend 4 months at a range of authorities • CFO role should be to ensure appropriate professional development • Concern over market changes (skills shortage, potential decline in CIPFA qualified staff, budgets being reduced) • NCC’s (Paul Simpson’s) enthusiasm to drive and lead the project

  21. Why I wanted to be part of the ‘Notts Public Sector Financial Management Training Scheme’ • Opportunity to facilitate the sharing of best practice across authorities at the operational and practical levels • Enhances co-operation between Districts/Upper tier authorities • A chance to showcase to the best potential candidates what local government has to offer • Chance to raise expectations amongst existing finance staff • The scheme delivers an exceptional opportunity for a small group of young talented individuals

  22. Barriers to consider • Alternative use of the funding at times of austerity • Is six month+ placement long enough to make an impact to both the individual and organisation • Have existing professional staff time (and energy) to invest in the training/development of individuals for relatively short placements • What do we ask/expect the individuals to achieve

  23. Future • Monitor success of scheme • Can we make this self funding i.e. by developing ways of using this resource to reduce any need for “temporary” staffing/consultancy/business development activity • Consider extending support when any current Cipfa trainee completes • How can “internal” candidates be brought into selection processes • Can this be developed for other areas – Solicitors, HR, IT?

  24. Success Factors • All party / member support • Dedicated scheme manager – partnership liaison and scheme development • Budget / Recruitment - shared and simplified • Common terms and conditions • 4 way agreement and tight performance management • Successful recruitment securing high calibre trainees • Enthusiasm and of partner organisations pays off • Willingness to work together and collaborate • Good communication between partners • Communication and marketing pays off

  25. Risks and issues • Investment must be maintained • Dedicated set up period for the programme – resource implication • Trainees - commitment and performance • Placement matrix - challenging to get it right • Career grades and salary scale agreement • Current staff - scrutiny / unfair advantage

  26. Joint Recruitment Schemes…next steps • Hoped that the scheme will continue to run and with other local employers joining and taking advantage of the many benefits • CIPFA working on showcasing the East Midlands scheme to employers all over the UK to highlight how collaboration can save costs and help secure future finance talent • Increase pool of talent in the public sector

  27. www.financethefuture.co.uk/ www.guardian.co.uk/local-government-network/2013/apr/11/nottinghamshire-co-operative-graduate-scheme Nottinghamshire County Council moira.whelan@nottscc.gov.uk CIPFA Brett.crabtree@cipfa.org More information

  28. ANYQUESTIONS?

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