Workforce Development Strategy – Implementation Plan
Priority 1 Actions
Need/issue
Action
Lead Officer
Delivery
Date
Status
Outcome
Measure
Consider provision of additional dedicated recruitment & selection support for managers to complement the current corporate HR Resourcing Team who undertake Childrens Services Recruitment
(Administration of Talentlink
processes, Interview arrangements, etc)
SLT to consider the budget implications alongside the benefit of providing additional resources from within the directorate to support managers through the recruitment and selection processes
PL 31/03
Develop a streamlined recruitment process with clear roles and responsibilities for Human
Resources and recruiting managers Refresh the Recruitment and Retention working party, to be responsible for reviewing and updating existing processes and procedures, implementing the changes, and cascading the changes within their team.
PL to discuss with HR
Resourcing team PL 31/03 Document outlining roles and
responsibilities
Create a more engaging and
dynamic Recruitment Processes Advert to be revised – PL is liaising with CS SM to achieve this
PL Advert will embrace the
Behaviour and values framework
which inspires applicants to choose Dudley
Build on becoming an employer of choice through the delivery of the new employer brand and recruitment website
Corporate recruitment review is taking place which addresses “employer of choice” – CN to keep us updated
CJ to work with Comms on the CS website
CN
CJ CPP website will be up
to date with links to latest job roles and staff events
CPP Website hits will evidence increase in internal and external hits. Service Managers to work with
social workers and team managers to ensure agency staff are aware of the benefits of working for Dudley on a permanent basis and all agency staff are encouraged to apply for permanent contracts within 3 months of their agency contract
HR lead to be identified to trigger with SM whether they have had the conversion conversation with agency workers
MS is currently working on crib sheet for this discussion
PL
MS Identify an individual who can
communicate with a potential social worker on the day that their
application is received
CPP to identify a lead
person for this CJ All new starters will have a direct link with
their CPP Service Area practice lead.
This will be measured through induction tracker. Attend at least three to four Job
events a year CPP to schedule key job events such as Compass to
promote recruitment within Dudley CSC. CJ Nov 2020 – Job Fair events suspended due to Covid 19 lockdown.
Dudley will have a high profile in regional and national Recruitment events. Recruitment events will be advertised on CPP Website. CPP Quarterly reports will evidence attendance/events held.
Ensure recruiting line managers receive appropriate training in relation to Safer Recruiting, equality and diversity awareness,
Line managers to receive training on the recruitment process – this needs to target existing managers
employment law and selection
methods Corporate induction will train new managers – manager
induction is being reviewed to ensure this meets this requirement
Recruitment training – HR resourcing team
Make effective use of existing Technology (for example the HR database) to deliver significant cost savings, including E-recruitment. Work with IT to develop a more user-friendly web site and e-recruitment
HR resourcing team – dedicated team/worker from HR
Ensure the employee benefits offered by the council are up to date and appropriately advertised to external candidates Corporate offer in maintained by L&D Corporate team CPP offer is maintained by CPP and on the CS recruitment webpage - CJ Advert to have the most up to date information - PL
All staff will have Children’s Service induction facilitated by CPP which outlines CPP offer. CPP induction Tracker will measure completion rates. Updates to SLT in CPP Quarterly reports. Complete a recruitment video to
demonstrate the working culture and employee benefits of working for Dudley MBC
Corporate comms to review videos and consider the need for SW voice Comms Team to identify a named link person for CSC directorate to work with CPP
CJ to lead with
Corporate Comms Dec 2020 Nov 20 In progress Existing recruitment videos will reflect positive images of current workforce employees and employee benefits.
The recruitment video’s will reflect employees currently in post. The employee benefits will be accessed by employees in the service.
Consider extending the recruitment
Priority 2 Actions
Need/issue
Action
Lead Officer
Delivery
Date
Status
Outcome
Measure
Provide a quality first day experience
followed by thorough induction CPP to work with managers and HR to ensure CPP have pre-notification of new starters and programme of service/role induction.
CJ/HR/Service
Managers/AD Nov 2020 In progress – Forum dates
have been set.
All new starters will have a pre-arranged induction plan set up by their appointing manager which incorporates CPP and Service induction. Feedback forums to be set up quarterly with AD to gain insight into induction experience. Ensure practice expectations are
communicated and understood through role specific practice standards
Practice Standards have been created for SW roles. CPP to work with Managers in IRO unit and EH service alongside Practitioner Forum reps to complete specific Service Area Practice Standards.
CJ/CPP/ Service Managers in S&R and EH.
Jan 2021 New HOS are
due to commence in role to progress this.
All Service areas in Dudley Children’s Services will have a bespoke set of practice standards.
Work closely with managers to understand their skills shortages and develop innovative succession plans to target these areas, where
appropriate, developing internal training programmes to develop skills in house, utilising the learning offer from the Centre for
Professional Practice
Succession planning meetings to be held with Assistant Director.
Career progression panels to take place 4 x yearly. CPP Training offer to provide Training
opportunities to address skill shortages and Aspirational progression programmes CPP/HOS/HR/Finance CPP/SM’s/HOS Nov 20 – In progress Nov 2020 - Panels in place for 2020/2021 In progress
Staff will have progression
opportunities through planned panels and guidance documents to enable them to know what to do . Career progression will be evident in retention data. PDR’s will reflect aspirational targets for employees
Establish an internal job advertising scheme, enabling employees to apply for roles prior to external candidates and enabling the Council to develop succession plans
CPP will work with HR to ensure all internal candidates are aware of Training appropriate to
CPP/HR Nov 2020 –
Staff forums will promote.
Staff will be able to access information via regular comms and staff briefings.
Evidence within DCS comms.
support career progression opportunities.
Workshops will be established with HR resourcing to ensure managers are aware of internal job advertisement process CPP/HR L&D leads Feb 2021 Workshops will be available in the 2021 Training brochure
Attendance data will evidence deliver of workshops with updates in CPP quarterly report. Advocate agile and flexible working
with a review of our technical capacity to offer this. This will include optimising agility through identifying a range of spaces where our workforce can log in to do our work.
Ensure social workers have the necessary equipment
Regularly reviewing existing remuneration packages and benefit schemes to ensure we are
competitive with other Council’s
CPP will provide information to HR from trusted networks including West Midlands Teaching Partnership and Principle Social Work networks to inform reviews of existing packages and benefits within other regional councils and trusts.
CPP WMTP lead/HR Dudley CS will have a
competitive “Employer of choice offer” which supports staff
recruitment and retention.
Launch an updated Employee Recognition scheme to publicly recognise and reward achievement, important personal and team contributions, and top performers
CPP will advertise key recognition schemes and support managers to make nominations.
CPP/HR/HOS/Service
Managers Nov 2020 – 3 staff
nomination events shared with CSC staff/Mangers
CPP will distribute details of key internal and external
recognition schemes. CPP will support managers to complete nominations.
CPP will use social media to raise the profile of nominations
Evidence of Awards will be shared within DCS newsletters and corporate websites.
made and awards gained.
Work in partnership with Research in Practice and Implementing an annual Employee Opinion Survey to obtain employee feedback and input to the development of the retention strategy
CPP will complete an annual employee Opinion Survey in conjunction with HR.
Social Work Survey will be held annually as part of PSW network to inform National overview in respect of SW employment and retention. Survey link will be distributed to staff w/c 23/11/2020.
CPP will analyse the findings of the survey with HR to address areas of learning identified.
HR/CPP
CPP/ PSW network RIP Survey
link to be circulated Nov 2020.
Annual Survey will be presented to SLT and workforce in staff forums with “you Said, We Did” feedback via DCS newsletters. Dudley specific social work Survey report will be provided to SLT.
Ensure staff have access to support from a range of sources including advanced practitioners, team manager and senior managers
CPP will promote CPP link worker via CPP induction. CPP will ensure an up to date structure chart is available within CPP website so Managers and
Practitioners have access to internal networks. CPP CPP/BS lead. Nov 2020 - CPP induction link incorporates up to date structure chart which is updated 2 weekly. Embedded
All employees within CSC will have knowledge of named practitioners/managers across the directorate.
Induction overview will be incorporated within Quarterly reports to DLT.
Enhance the Council’s internal communications practices to ensure an informed workforce, which has the ability to comment upon and influence policy and practice
CPP will share information with Service Managers and Practitioner Forum Reps ongoing during development work to comment ad
influence policy and practice.
Nov 2020 – Calendar invites to be circulated.
Embedded Regular forums will be
available to practitioners and managers to contribute and influence to development of policy and practice. Attendance at meetings will be evident in meeting minutes. Evidence of participation will be incorporated within
Manager/IRO Forums will be scheduled for 2021 at 6 weekly intervals.
Practitioner Forums will be scheduled 4 weekly for 2021.
Service Managers Forum will be scheduled 4 weekly for 2021.
policy and practice documents. Final sign off within DLT/SLT forum.
Develop a consistent and effective operation of the staff appraisal scheme which promotes career development and progression
CPP will provide a full range of resources/routes/Training for managers to set
achievable progression targets for workers and managers.
Corporate L & D are currently revising appraisal scheme. CPP Service Manager will contribute to corporate L&D review.
CPP/Corporate L&D Dec 2020 Nov 2020 –
Training services are being commissioned for 2021 Training Offer. CPP will provide a quarterly data overview of training attendance, career progression applications. CPP website will evidence consistent level of usage through internal hits Update has been requested from Corporate L&D lead on timescales for implementation. Have a clear and transparent career
path progression Career progression path to be developed and
distributed across Children’s services.
Draft Workforce strategy to DLT for discussion on 26/11/2020.
CPP January 2021.
26/11/2020
All Social Workers will have opportunity to complete Practice Educators 1 and 2 courses via annual intake.
All social care
practitioners/Managers will have access to Apprenticeship courses funded by the Apprenticeship levy. Increase in PE 1’s and PE 2’s in Dudley CSC who can support students and ASYE/less experienced practitioners. Data provided by the Apprenticeship Levy fund will show increase in workers being funded to
Shadowing and specialist roles will be available through internal recruitment and secondments.
complete career progression courses, including social work degree course and CMI courses. Increase in internal recruitment opportunities will be evident in HR data returns.
Work to maintain appropriate caseloads for the practitioner’s level of skill and experience. Caseload promise
Engage staff in opportunities for
reflection and open discussion Restorative Practice Consultancy Team is established and new recruits process is in draft to
circulate across the service following sign off by DLT. Restorative Practice Framework has been integrated into Supervision policy and Training for staff to be commissioned with roll out in Feb 2021
Practitioner and Manager Forums are scheduled with AD/DCS. CPP & RP consultants CPP & RP consultants Jan 2021 Feb 2021 RP consultancy roles will be visible in all parts of CSC.
All staff will have training in the art of supervision both as a supervisor and supervisee.
CPP quarterly reports will provide update.
Training data report will capture
attendance compliance.
Audit activity will show evidence of Restorative Practice model in use via supervision case notes.
A workplace environment and culture where staff are seen, heard, valued and respected and influence
Practitioner and Manager Forums are scheduled with AD/DCS & S&R HOS.
positive organisational change. Providing “You Said, We Did” feedback to our workforce to evidence our listening and learning culture.
“You said – We did” feedback tool is distributed to the workforce to capture key issues and feedback.
Priority 3 Actions
Need/issue
Action
Lead Officer
Delivery
Date
Status
Outcome
Measure
Create long term stability in the workforce through opportunities for progression and development
Career progression Offer document is updated to reflect opportunities for progression and development. Identify and support all of our staff
who wish to progress and advance their careers
Annual Appraisals are completed and reviewed by line managers.
HR/ Managers in the directorate
Ensure that workers who find a level at which they prefer to operate are still supported and offered
developmental opportunities to specialise
Career progression offer to embrace specialist
knowledge skills post and L&D opportunities to achieve specialism.
CPP/HR/All managers in the directorate.
Support qualified staff through the professional accreditation for Social Workers through National
Assessment and Accreditation scheme. (NAAS)
NAAS accreditation lead to promote NAAS programme and provide preparation workshops for NAAS candidates.
NAAS accreditation
guidance to be created and shared with NAAS
candidates.
CPP/DfE
Guidance created and uploaded onto CPP website.
The NAAS assessment programme was suspended in March 2020 due to Covid 19 lockdown. November 2020 update: DfE National review is considering national approach to virtual delivery of NAAS accreditation scheme.
Dudley will have a continuous cohort of NAAS accreditation candidates.
CPP quarterly report will provide summary of progress. Offer a first class learning offer and
professional support from the Centre for Professional Practice
2021 Training Brochure to be circulated to include range of training for all CSC staff.
CPP link worker for each service to attend Quarterly Service Meetings to share
Dec 2020
Quarterly
All staff in CSC will have training/learning development
opportunities available to develop their skill set.
CPP ASWP links will be known to practitioners
Training attendance data will capture attendance at training. CPP Quarterly reports will provide an overview
information and seek feedback on CPP Offer. Annual Survey to be undertaken with all CSC staff to inform Training Offer.
Jan 2021
in the service and be visible as a point of contact and
professional support. Staff will complete the Survey Monkey to evidence areas of achievement and areas for development.
Survey Monkey results will be shared with Ext DLT/SLT to review impact of CPP on workforce
development. Offer a first class ASYE programme
– a specialised twelve-month programme of work and training to prepare newly qualified workers for the role of frontline practitioner.
CPP to provide annual ASYE programme. ASYE programme to be reviewed with ASYE’s and Managers to evaluate impact and outcomes. CPP ASYE lead and Service Manager to work with Regional links in WMTP to ensure programme is updated with regional offers.
Ruth Kernarne / Nisha Patel (CPP)
Ruth Kernarne/Nisha Patel (CPP) and all ASYE Managers in service.
Ruth Kernarne (CPP ASYE lead) /Nisha Patel (CPP TM) and CPP Service Manager. October 2020 June 2021 Regional WMTP meetings held Bi monthly.
ASYE’s will complete a robust assessed year in employment
programme and will remain employed by Dudley MBC.
CPP Quarterly reports will provide a summary of progress. HR Data analysis reports will evidence retention of ASYE’s beyond their assessed year of practice.
National data reported to DfE will evidence 100% completion rate for Dudley Children’s Services ASYE’s. Recruit Frontline students – a
specialised route into social work for students who already have a
degree. The Dfe funds this for twelve months following which the
participants go onto enrol in the ASYE programme.
Two Participation Units (8 Participants in total) will commence Frontline programme in Dudley’s Children’s Services in August 2020. CPP CPP/All HOS/AD August 2020. June 2021 Dudley Children’s Service will recruit high calibre social work students who will complete the Frontline programme and transition into ASYE roles in Dudley.
Monthly review meetings attended by Consultant Social Workers, CPP lead and Care Management Service Manager will evidence
Staffing Succession planning in CSC service areas will identify ASYE roles within the service in June 2021 for participants transition to ASYE roles.
Dudley CSC will benefit from students having had a high level of practice experience in Dudley.
The need for an Annual recruitment drive for ASYE’s will be reduced and cohort of ASYE’s will be high calibre practitioners. progression of programme. Succession Transformation meetings chaired by AD will identify vacant posts suitable for Frontline participants to commence their ASYE programme in October 2020. Offer Step Up to Social Work
placements - an intensive, 14-month, full-time programme for trainee social workers. Trainees will work in a local authority, gaining hands-on practitioner experience and academic learning. Successful trainees will be awarded a
postgraduate diploma in social work once they complete the programme, allowing them to register and practice as a social worker.
4 Step up to SW placements commenced in Sept/Oct 2020.
Staffing Succession planning in CSC service areas will identify ASYE roles within the service in June 2021 for recruitment of ASYE’s to vacant posts in the service.
Succession planning meetings to consider scope for continuing the
programme in 2021 CPP/Step up to SW co-ordinator/ Adults CPP co-ordinator. CPP/Step up to SW co-ordinator/ Adults CPP co-ordinator. CPP lead in CSC and Adult services/ HOS/ AD/HR September 2020 June 2021 June 2021 Embedded To commence Dec 2020 Maintain a programme of
professional development to support our ASYE Social Workers
progressing to experienced social workers and create opportunities for career progression through the Advanced Practitioner route to Team Manager
Career progression offer to evidence routes of
progression and
development opportunities. See below
Develop Aspirational leadership skills through Leadership Coaching and Aspire Leadership programmes
Bespoke managers programme to be commissioned to deliver leadership training through tiers of management in CSC.
Qualifications at levels 5/6 and 7 funded from the apprenticeships Levy. Corporate L&D to provide coaching/Mentoring
CPP/ All managers
within CSC. February 2021.
Sept 2020
March 2021.
All managers will complete Leadership training to develop shared understanding of leadership standards and leadership culture in the organisation.
Refresh our Management
Development Programme Corporate review of Leadership Development
programme has been commissioned via Corporate L&D. See above
Corporate L&D
A comprehensive auditing process in place, including practice coaching of Social Workers and their Managers
Audit programme re-launch
– January 2021. CPP/HOS/AD/DCS
Develop an Advanced Practitioner
Career Development Scheme ASWP proposal to be presented to DLT in November 2020.
CPP/HOS Nov 2020. Career progression
opportunities will support retention of experienced practitioners in key areas of CSC.
Staff turnover data will show retention of SW’s with 3 year+ post qualifying experience. Corporate and Local Management
Development Opportunities TNA has been completed by Corporate L&D. CSC managers have contributed to this and next steps are set out in Corporate L&D
