Edenside Relocation Staff Engagement Briefing 25012017 Serving the

Edenside Relocation Staff Engagement Briefing 25/01/2017 Serving the people of Cumbria

Agenda • Service Review – Objectives – Proposal information – Scope – Current Structure – Proposed Structure • Stages of the Process • Employee Support and Advice • Next Steps & Key Timescales Serving the people of Cumbria

Review Objectives • To formalise the transition of Edenside Residential service to Penrith • To formally consult with staff about the relocation to Penrith • To work towards stability for both service users and staff within the Penrith location • To establish outcomes that meet the needs of the service / staff • To issue revised staff contacts upon completion of the consultation (where appropriate) Serving the people of Cumbria

Review Scope The posts in scope of this phase of the proposed service review are: Post Title Grade Actual Salary FTE No. Posts Hours Manager 15 £ 37, 858 1 1 37 Supervisor 11 £ 29, 854 3. 02 4 111. 75 Support Workers Days 5 £ 17, 547 10. 42 17 385. 75 Night Support Staff 6 £ 18, 560 3. 86 6 142. 75 Cook 4 £ 16, 772 1. 45 2 54 Domestic Bank Support Worker Relief Staff Administrator (Shared across 3 sites) 1 5 £ 15, 917 £ 17, 547 2. 24 1. 24 83 4 £ 16, 772 1 3 2 2 1 24. 23 38 897. 25 Totals 46 37 Serving the people of Cumbria

Service Delivery Proposal The proposed new structure for consultation will consist of: Post Title Grade Actual Salary FTE No. Posts Hours Manager 15 £ 37, 858 1 1 37 Supervisor 11 £ 29, 854 3. 02 4 111 Support Workers Days 5 £ 17, 547 10. 42 17 385. 75 Night Support Staff 6 £ 18, 560 3. 86 6 133 Cook 4 £ 16, 772 1. 45 2 54 Domestic Bank Support Worker Relief Staff Administrator (Shared across 3 sites) 1 5 £ 15, 917 £ 17, 547 2. 24 1. 24 60 4 £ 16, 772 1 3 2 2 1 38 23. 35 38 863. 75 / -0. 88 -33. 5 Totals Difference 46 37 Serving the people of Cumbria

Current Structure Registered Manager Grade 15 37 hrs Supervisors Grade 11 111. 75 hrs Administrator Grade 4 37 hrs (Shared across 3 sites) Night Support Workers Grade 6 142. 75 hrs Support Workers Grade 5 385. 75 hrs Cooks Grade 4 54 hrs Domestics Grade 1 83 hrs Serving the people of Cumbria

Proposed Structure Registered Manager Grade 15 37 hrs Supervisors Grade 11 111 hrs Administrator Grade 4 37 hrs (Shared across 3 sites) Night Support Workers Grade 6 133 hrs Support Workers Grade 5 385. 75 hrs Cooks Grade 4 54 hrs Domestics Grade 1 60 hrs Serving the people of Cumbria

Reshaping Process Engagement Period (4 weeks) Review and Decision (up to 2 weeks) 25/01/2017 21/02/2017 22/02/2017 28/02/2017 Assimilation and Vacancy Preference Process From 08/03/2017 Implementation 01/04/2017 Serving the people of Cumbria

Engagement • 4 week engagement 25/01/17 – 22/02/17 • Face to Face Meetings: Ø First – 25/01/2017, 13: 30 at Edenside, Penrith Ø Mid-point – 09/02/2017, 13: 30 at Edenside, Penrith Ø Final – 07/03/2017, 13: 30 at Edenside, Penrith • Opportunity of 1: 1 s with management on request – request form on Employee Information website • Employee Information Website – for all reshaping documents and FAQs – FAQs regularly updated • Website facility – to ask questions and provide comments on the proposals Serving the people of Cumbria

Assimilation • Assimilation process will compare old and new roles to determine where assimilation appointments can be made • Direct Assimilation - the job grade/ scale/ range is the same and - must be a 75% or more match (substantially similar) overall against assimilation criteria • Assessed Assimilation - the job grade is different - a further assessment process is required to ensure the job holder has the necessary skills, knowledge and competences to fulfil the requirements of the post - it is the responsibility of the employee to identify and objectively evidence that a new post is substantially similar (75%), which must be verified by two managers (Service Manager and Service Assistant Director) • Competitive Selection - Following direct and assessed assimilation, where it is identified that there are more people than posts, a competitive selection process will be necessary. Serving the people of Cumbria

At Risk & Vacancy Preference At Risk • Employees not assimilated to posts confirmed as ‘at risk’ of redundancy and are able to apply for vacant posts through the vacancy preference process Vacancy Preference Process (VPP) • Ability to apply for up to 3 vacant posts at any grade • 1 interview where possible • All employees in scope will receive a personalised letter confirming the outcome of the process: ØConfirmation of assimilation ØConfirmation of VPP • All letters issued via the Service Centre Serving the people of Cumbria

Final Outcomes • Outcome letters issued from 16 th March 2017 • Remaining vacancies advertised internally • For employees who have not secured a post: Ø Alternative employment support Ø Meetings with the Senior Manager & AD to discuss other options Ø Notice of redundancy issued as a last resort Serving the people of Cumbria

Support and Advice • Both face-to-face and website • Engagement period • People Management support • Learning & Development service • Trade Union representatives • Pensions Service • Employee Information Website Serving the people of Cumbria

Employee Information Website Serving the people of Cumbria

Serving the people of Cumbria

Serving the people of Cumbria

Serving the people of Cumbria

Serving the people of Cumbria

Next steps • Statement of change, structure proposal and role profiles all available on Employee Information Website • FAQs will be regularly updated on Employee Information Website • Welcome any feedback for consideration Serving the people of Cumbria

Discussion & Questions? Serving the people of Cumbria