Learning and Skills MidPoint Staff Engagement Briefing 18
Learning and Skills Mid-Point Staff Engagement Briefing 18 th December 2018 Serving the people of Cumbria
Agenda • • • Recap on Objectives Engagement so far Proposals and feedback received to date Timeline and Stages of the Process Next Steps Questions and Answers Serving the people of Cumbria
Thank you • Recognise this is an significant change and uncertain time • Meaningful engagement and feedback critical to shaping a service fit for the future • Excellent engagement from staff so far • Support from Trade Union colleagues greatly appreciated Serving the people of Cumbria
Recap on Objectives Workforce Learning • Amalgamate the Workforce Learning and Professional Development function into one team • Ensure sustainability of the teaching partnership and learning hubs when grant funding for the Social Work Teaching Partnership ends in March 2019. • Increase internal trainer capacity and capability in order to reduce the use of externally commissioned training providers in Workforce Learning by increasing internal delivery • Deliver efficiency savings in Workforce Learning of £ 0. 212 m by 2021/22 by reducing external training provision and generating income through selling internal training expertise Serving the people of Cumbria
Council Position and Review Objectives Community Learning • Broaden the range of responsibility for the Business and Information team to cover the full Learning & Skills service, rather than, as previously, Community Learning only • Broaden the role of the Quality Improvement function within Community Learning to be responsible for leading the quality improvement of teaching and learning across the Learning and Skills Service and subcontracted/externally commissioned providers • Ensure financial sustainability of Community Learning, following the clawback of £ 0. 106 K of ESFA grant in 2017/18 Overall • Ensure parity of pay and grading across the service and the Council Serving the people of Cumbria
Engagement so far • 19 x 1: 1’s already taken up by individuals and teams, with a further 12 booked this week. • Constructive FAQs and consultation responses have been received • Trade Union commitment and attendance has been welcomed • The engagement window is your opportunity to put forward your opinions and suggestions for the new service/team. Serving the people of Cumbria
Key themes…. so far • Value of role of Advanced Practitioner in Community Learning and concern at reducing these roles from 6 to 4, a reduction of 2. 70 fte. • Concerns around complete removal of Advanced Practitioner for Family Learning. • Queries around understanding the potential direct or assessed assimilation of existing roles and understanding the difference between the OD/WD Co-ordinator role and OD/WD Partner • Questions around parameters for reviewing existing role profile for accuracy and potential impact on assimilation process • Confirmation of and queries on work-base locations Serving the people of Cumbria
Key themes so far • Questions around whether reduced hours would be considered for full-time roles • Query regarding the role of Team Managers in OD/WT Service, is their role to line manage the activity reporting to them or broader • Positive feedback on the transparency of the process and information available • Questions around seconded roles and temporary roles • Proposal around division of curriculum areas between Area & Curriculum Managers • Feedback on aspects of role profiles Serving the people of Cumbria
Alternative structures • A number of alternative structures/models being suggested by staff • They are welcomed, all feedback will be considered and may result in change but in doing so will need to factor in: – Consistency across the council – Overall cost of structure and savings commitments – Outcomes that need to be delivered through this reshaping Serving the people of Cumbria
Alternative structures • Proposal to make one of the OD/WT Facilitator roles a Senior Driver Trainer/Supervisor role in the area reporting to the OD/WT Partner responsible for Driver Training due to risk and turnover in this area • Proposal to introduce matrix management model in OD/WD service area, where appropriate, for key activities led by Service Manager • Proposal to retain all Advanced Practitioner roles by: – Reducing more senior management roles to 0. 8 fte or by – Reducing Area & Curriculum Manager posts to two in order to fund this Welcome feedback on these alternatives. Serving the people of Cumbria
Timeline and Stages of the Process Serving the people of Cumbria
Review and Decision (up to 2 weeks) 30 th November – 7 th January 8 th January - 14 th January November Timetable December VR Window (up to 3 weeks) 3 rd Assimilation and Vacancy Preference Process 15 th January – 1 st February December – December 21 st January February Implementation 1 st Apri 2019 Engagement Period (5 weeks) March VR Approval Final Outcomes From 14 th January From 1 st February April Serving the people of Cumbria
What engagement means for you? • 5 week engagement : 30 th November 2018 to 7 th January 2019 • Staff Meetings: Ø First Community Learning 30 th November 2018, Meeting Room, Safeguarding Hub, Eamont Building, Skirsgill, Penrith 10 am to 12 noon Workforce Learning and Professional Development 30 th November 2018, Pillar meeting room, Parkhouse Building, Kingmoor, Carlisle 2. 00 pm to 4. 30 pm Ø Mid-point Community Learning Workforce Learning and Professional Development 18 th December 2018, Meeting Room, Safeguarding Hub, 9. 30 to 11. 30 am Eamont Building, Skirsgill Penrith 18 th December 2018, Cabinet meeting room, Cumbria House, 2 pm to 4 pm Carlisle Serving the people of Cumbria
ØFinal outcome Community Learning Workforce Learning and Professional Development 14 th January 2019, Meeting Room, Safeguarding Hub, Eamont Building, Skirsgill Penrith 14 th January 2019, Cabinet meeting room, Cumbria House, Carlisle 9. 30 am to 11. 30 am 2 pm to 4 pm Opportunity of 1: 1 s with Senior Manager on request. Request via email at learningandskillsappointments@cumbria. gov. uk Carlisle: 21 st December, 3 rd January (new date) Penrith: 20 th December, 4 th January (new date) Employee Information Website for all reshaping documents and FAQs regularly updated What support is available? Serving the people of Cumbria
Employee Information Website www. cumbria. gov. uk/employeeinformation/ Wellbeing Serving the people of Cumbria
Voluntary Redundancy • There is a commitment to reduce staff by voluntary means wherever possible. • VR applications invited from 3 rd December 2018, applications are important as they could influence the review & decision phase. • VR process and FAQs included on the Employee Information Website – Apply by raising a Service Centre Portal ticket – Final approval by Corporate Director – Resources & Transformation – You can contact Your Pension Service regarding any queries relating to your pension Serving the people of Cumbria
Review and Decision • We will aim to notify all in scope employees of the outcome within 2 weeks of the engagement process ending. The outline timetable for the process is: • Deadline for receipt of assessed assimilation forms – Midnight Wednesday 16 th January 2019. • Assessment interviews – Monday 28 th January 2019 • VPP interviews – Thursday 31 st January 2019 • Should there be a need to extend the 2 week decision period as a result of significant issues raised, then all staff will be notified as early as possible, with an explanation for why an extension is required. Serving the people of Cumbria
Assimilation & Vacancy Preference Process (VPP) Current Structure Positions within the Current Structure Process New Structure Positions within the New Structure Serving the people of Cumbria
Example 1 - Direct Assimilation Current Structure 5 Support Workers Process 75% match or more Less than 75% match New Structure 5 Support Workers Employees move into the VPP Serving the people of Cumbria
Example 2 - Direct Assimilation (More people than posts) Process Current Structure 10 Support Workers -75% match +75% match Competitive Selection New Structure Successful employees 8 Support Workers Unsuccessful employees Employees move into the VPP Serving the people of Cumbria
Example 3 - Assessed Assimilation Current Structure New Structure Process Successful employees 5 Senior Support Workers Grade 9 +75% Senior Support match Worker Submits Assessed Assimilation Form -75% match 5 Supervisors Grade 11 Assessed Assimilation Interview Unsuccessful employees Serving the people of Employees move into the Cumbria VPP
Example 4 – Direct and Assessed Assimilation (More people than posts) Process Current Structure 5 Senior Support Grade 8 5 Supervisors Grade 11 -75% match New Structure Submitted Assessed Assimilation Form which was successful +75% match Competitive Selection Unsuccessful employees 8 Supervisors Successful employees Serving the people of Employees move into the Cumbria VPP
Example 5 Vacancy Preference Process (VPP) Current Structure Employees who do not assimilate into a position will be confirmed as ‘at risk’ and be placed on the VPP. Process All remaining vacancies identified and employees can apply for up to 3 vacancies. New Structure Successful employees New position Unsuccessful employees No vacancies / No suitable vacancies Employee will be: • placed on AEP • Issued with Notice of Redundancy Serving the people of Cumbria
Assimilation • The assessed assimilation form will be added to the employee information website at the end of today so those affected can begin completion. • Completed forms should be sent to the reshaping mailbox (Reshaping@cumbria. gov. uk) by midnight on Wednesday 16 th January 2019. • All forms will be looked at by Dan Barton, Assistant Director; Amanda Towers, Senior Manager and Amy Thompson, People Management. • For those employees with 75% match the assessment will be an interview. • The assessments will take place on Monday 28 th January 2019. Serving the people of Cumbria
Vacancy Preference • Interviews as part of the vacancy preference process will be held on Thursday 31 st January 2019 or Monday 4 th February 2019 (tbc). • Wherever possible one interview will be held for up to 3 roles. Serving the people of Cumbria
Final Outcomes • Personalised outcome letters issued from 1 st February • 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
Implementation The reshaped services will be fully implemented on 1 st April 2019 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
Next steps • Over the next 5 weeks we will gather feedback. • The Statement of Change, Presentation, Structures, Post Specifications and FAQ’s are all available on the Employee Information Website. • We will regularly update the FAQ’s. • The engagement window is your opportunity to put forward your opinions and suggestions for the new service/team. • All feedback will be considered. Serving the people of Cumbria
Discussion & Questions? Serving the people of Cumbria
Key dates & Contact Information • Engagement period ends – 7 th January 2019 • Mid-point Meeting – 18 th December 2019 • Final Meeting – 14 th January 2019 • People Management – Amy Thompson, amy. thompson@cumbria. gov. uk; – Your Pension Service – 0300 323 0260 – Askpensions@localpensionspartnership. org. uk • Trade Union Representatives – GMB – Rep Name – Ken Mc. Donald, gmbcumbria@gmail. com – Unison – Rep Name – Tom Stewart, tom. stewart@cumbria. gov. uk Serving the people of Cumbria
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