FOSTERING ADOPTION SERVICE Staff Engagement Final Briefing 14

FOSTERING & ADOPTION SERVICE Staff Engagement Final Briefing 14. 06. 18 Serving the people of Cumbria

Agenda • • • Council Position and Recap on Objectives Feedback received Final Agreed Structure Key Changes Level of Impact Timeline and Stages of the Process – Including VR Application • Employee Support and Advice • Next Steps & Key Dates Serving the people of Cumbria

Council Position and Review Objectives • We are obliged to move to a Regional Adoption Agency and aim to by 2019 • We need to address the volume, unique nature, duplication and quality of work and support for Connected Persons Carers • We need to Improve the sufficiency and timeliness of children’s placement with their permanent and well supported carers • To continue to improve service delivery for children despite budget cuts and resource limitations • We have posts in place which do not have a budget attached and these need to be secured within the establishment • This is a redundancy consultation as posts are being deleted in the existing structure to allow the new structure to form. Serving the people of Cumbria

What do we aim to achieve? • • Readiness and work to implement move to Regional Adoption Agency in such a way to ensure Cumbrian children remain well supported into permanence Greater sufficiency of in house placements. Well recruited and well supported to provide good care for children Children placed in their permanent homes more quickly to prevent unnecessary drift and placement moves Stronger management oversight to ensure continuous improvement Reduce identified waste work - especially in dual assessment of Connected persons More efficient use of reducing resources. Align Fostering teams more closely with Children’s District teams for joint working and service improvement. Serving the people of Cumbria

Proposals, Feedback and Engagement • Initial and mid point engagement sessions well attended. • 1: 1’s have been taken up by individuals • Trade Union commitment and attendance has been welcomed • Many FAQs and consultation responses received and thoroughly considered. Serving the people of Cumbria

Review Scope The posts in scope of this phase of the proposed service review were: Post Title Grade Service Manager 18 Team Manager 16 Advanced Practitioner 15 Social Worker-Level 3 13 Social Worker-Level 2 11 Social Worker – Level 1 9 Adoption and Fostering Support Worker 8 Actual Salary £ 53343 -55772 £ 41025 -41967 £ 37306 -38237 £ 33437 -34538 £ 29323 -30153 £ 25951 -26822 £ 23398 -24174 FTE 1 6 4. 31 19. 8 11. 2 1 (0. 5 in budget) 5. 19 No. Posts 1 6 4. 31 25 12 1 7 Homestays Advisor 11 £ 29323 -30153 44 4 Emotional Health and Wellbeing Practitioner-CLA 13 £ 33437 -34538 3 3 Enhanced Social Worker Family Finder 13 £ 33437 -34538 3 (1 in budget) 3 Serving the people of Cumbria

Current Structure Serving the people of Cumbria

Feedback & Response (1 -2) Feedback Response 1) The role of central placements within the north fostering team and how this would be shared out both in terms of individuals and caseload capacity was a concern both in written and one to one meetings This was considered in depth. The placement finding role will be across the team on a shared basis. There will be a full time Advanced practitioner attached to the team and there has been a review of caseloads. This has meant we have moved additional social work capacity to this team. 2) Initial enquiries for fostering and making sure we do not lose the high standard of response was a worry. We agree and there will be work with the support workers to ensure we have a joined up and standardised response within the new service which builds on the previous good work Serving the people of Cumbria

Feedback & Response (1 -2) Feedback Response There were queries around the fostering family finder post and how this would work. Whilst the management of this post will sit within the Carlisle and Eden team as it has the link with placement finding, the post holder could sit anywhere within the county. The role will involve high levels of interaction with fostering and district childcare teams. The make up of the adoption teams was a The two team managers will be expected to worry to some as the staffing seemed unfairly manage across the teams. This is already distributed. happening as we manage within service to meet increasing demand effectively. Alongside this will be the high levels of development work leading into the RAA. Serving the people of Cumbria

Key Changes • Having taken into account feedback from the service we have redistributed the social work establishment within the Fostering Teams. This has included a further review of caseloads. (C&E gain 0. 4 capacity and B &SL lose this) • Homestay and supported lodging practitioners to be managed by one Team Manager • EHWB Practitioners to be managed by one Team Manager. Serving the people of Cumbria

Final Structure Serving the people of Cumbria

Staffing The service will consist of : : Post Title Grade Service Manager 18 Team Manager 16 Advanced Practitioner 15 Social Worker-Level 3 13 Social Worker-Level 2 11 Adoption and Fostering Support Worker 8 Homestays and Staying Put Practitioner 11 Emotional Health and Wellbeing Practitioner-CLA 13 Social Worker -Level 3 - Family Finder 13 Actual Salary £ 53343 -55772 £ 41025 -41967 £ 37306 -38237 £ 33437 -34538 £ 29323 -30153 £ 23398 -24174 £ 29323 -30153 £ 33437 -34538 FTE 2 7 3 No. Posts 2 7 3 18. 55 11. 13 4. 2 4 3 3 6 4 3 3 Serving the people of Cumbria

Timeline and Stages of the Process Serving the people of Cumbria

Review and Decision (up to 2 weeks) 26 th April – 24 th May 25 th May – 14 th June Timetable VR Window (up to 3 weeks) 26 th April – Assimilation and Vacancy Preference Process 15 th June – July 24 th May Implementation July – September 2018 Engagement Period (4 weeks) VR Approval Final Outcomes w/c 28 th May 9 th July Serving the people of Cumbria

Voluntary Redundancy Applications • VR window closed 24 th May • Review and decisions for VR applications from 28 th May • Final VR sign off by Executive Director, People. 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

Vacancy Preference Process 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 • Ability to apply for: – up to 3 posts; – Any grade • Posts that can be applied for through vacancy preference process confirmed in individualised letters • Letters contain links to make an application • Maximum character limit for applications • 1 interview where possible • Interview dates confirmed asap Serving the people of Cumbria

Key Dates • Assessed Assimilation – Completed forms to be submitted to reshaping@cumbria. gov. uk by 22. 06. 18 at 12 noon • Preference forms – Completed forms to be submitted to Carol Lomas by 22. 06. 18 at 12 noon • Assimilation outcomes – w/c 25. 06. 18 • Assimilation appeals – submitted by w/c 02. 07. 18 • VPP will follow conclusion of the assimilation process and updates will be provided in due course. Serving the people of Cumbria

Final Outcomes • Personalised final outcome letters following completion of assimilation and VPP processes • Any vacancies which have not been filled through Assimilation and VPP will be 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 Serving the people of Cumbria

Alternative Employment Support Meetings with Senior Manager / Assistant Director Trial Period? Alternative Employment Programme http: //www. cumbria. gov. uk/jobsandcareers/search. asp Serving the people of Cumbria

Support and Advice Learning & Development Service Trade Union Representatives Employee Information Website People Management Pension’s Advice Serving the people of Cumbria

Coping with Change Wellbeing Employee Wellbeing Service • • Management Referral Self Referral Cumbria - NHS • • Mental Healthcare Links to Useful National Helplines and Websites Better Health at Work Managing Stress • Useful information to help you identify and find appropriate support www. cumbria. gov. uk/healthandwellbeing/betterhealth/default. asp Serving the people of Cumbria

Next steps • The Statement of Change, Presentation, Structures, Post Specifications and FAQ’s are all available on the Employee Information Website. • We will start the process of assimilating employees into positions within the new structure. Serving the people of Cumbria

Discussion & Questions? Serving the people of Cumbria