Reablement MidPoint Staff Engagement Briefing 11 th 12

Reablement Mid-Point Staff Engagement Briefing 11 th 12 th 13 th November 2019 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 a significant and sensitive change • 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

Review Objectives The aims of the review are to…. . • Provide a quality, safe and efficient support at home service. • Provide a flexible service which is able to meet the changing needs of the population of Cumbria. • Ensure outcomes for individuals are improved and interventions are shorter in duration by focusing the support provided around service type • To enable consistency of delivery of service, whilst maintain efficiency of delivery This is a formal redundancy consultation process Serving the people of Cumbria

Engagement so far • 1: 1’s have been taken up by individuals and teams • Constructive FAQs and consultation responses have been received • Trade Union 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 • Feedback about supervisor on call roster – – Is it needed? How will supervision at night work? currently 2 options for on call night cover others will be considered. • Feedback on Customer support team rosters, – – dedicated night teams? block days for working? rosters can be developed other options will be considered. • Feedback about reducing from 37 to 36 hours – Options being considered Serving the people of Cumbria

Clarification and questions… • Overnight support, why is it needed? – Proposal is that it improves service user and staff support, increasing quality. • Customer support team – what will we do at night ? – same role to be undertaken as during the day • Supervisors – clarification of what support at night will be needed and how often – From analysis of calls coming in, the majority of calls would be dealt with by the CST, there would be occasional calls for supervisors • Lots of questions about potential risks - ICT doesn’t work, floods, loss of power etc – Business continuity plans are available and would be operationalised Serving the people of Cumbria

Principles for roster creation • Rosters need to meet the needs of the service • Rosters need to be attractive for recruitment • Rosters can not be developed just to meet one individuals needs – Consideration will be given to reasonable adjustments due to disability, carers responsibility etc • Rosters can be created by anyone within the teams but need to adhere to the above principles and be available for consideration to all within the teams. • All feedback will be considered as part of the consultation Serving the people of Cumbria

Operational Management support Why has it changed? • Service Manager- countywide overview and quality assurance, developing system improvements to work within the health and social care system, • Team managers – strategic support within service area, building relationships with partners and stakeholders within area, delivery of system improvements, and management of service delivery • Deputy Managers – oversight of operational delivery, quality audits, support for supervisors when dealing with more complex cases, ensuring performance within service delivery • Supervisors – line management and support for support workers, RAO’s and senior support workers. Monitoring performance of service delivery, empowering teams and creating a culture to drive service improvement and excellent delivery Serving the people of Cumbria

Questions back to you? - we still need your feedback • Have we got the supervision numbers, management layers correct ? • Does the support we are proposing ‘feel right’? • Continue to talk to us about rosters • Individual needs are covered in 1: 1 s but please take the time to look at the overall structure too. Serving the people of Cumbria

VR There has been feedback that you have been informed that VR is not an option. It is an option – particularly where the potential new role is substantially different to your existing role. It is down to individuals to apply if they are interested. We will extend the VR window until 29 th November – submission of interest is by phoning the service centre Serving the people of Cumbria

Pensions Surgeries • Tuesday 26 th November, 10. 30 am – 12 pm, County Offices, Kendal • Tuesday 26 th November, 2 pm – 3. 30 pm, Cumbria House, Carlisle • Friday 29 th November, 11. 30 am – 1 pm, The Gables, Whitehaven Book by email – Kerry. Anderson@cumbria. gov. uk Serving the people of Cumbria

Timeline and Stages of the Process Serving the people of Cumbria

Review and Decision 11 th October 2019 20 th December 2019 21 st December 2019 6 th January 2020 Assimilation and Vacancy Preference Process From 13 th January 2020 Timetable Dec Oct VR Window (up to 3 weeks) 11 th Friday October 2019 – 29 th November 2019 Implementation 6 th April 2020 Engagement Period (45 days) Jan Apr VR Approval Final Outcomes From January 2020 From 31 st January 2020 Serving the people of Cumbria

Engagement • 10 week engagement 11/10/19 – 20/12/19 • Face to Face Meetings: Ø First – 7 th, 10 th, 11 th October 2019 Ø Mid-point – 11 th, 12 th, 13 th November 2019, Workington, Carlisle and Ulverston Ø Final – 8 th, 9 th, 10 th January 2020, Workington, Carlisle and Ulverston • Opportunity of 1: 1 s with management on request – Email Kerry to request a 121 if not already done so – Kerry. Anderson@cumbria. gov. uk • Employee Information Website – for all reshaping documents and FAQs – FAQs regularly updated – Website facility - to ask questions and provide comments on the proposals

Employee Information Website www. cumbria. gov. uk/employeeinformation/ Serving the people of Cumbria

Voluntary Redundancy • There is a commitment to reduce staff by voluntary means wherever possible. • VR applications were invited from 11 th October – 8 th November, applications are important as they could influence the review & decision phase. • There has been 7 VR applications received to date. • VR process and FAQs included on the Employee Information Website – Final approval by Executive Director – Corporate, Customer and Community Services – You can contact Your Pension Service regarding any queries relating to your pension Serving the people of Cumbria

Final Outcomes • Personalised outcome letters issued from 31 st January 2020 • 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

Next Steps • We will continue to gather feedback until the 20 th December 2019. • The engagement window is your opportunity to put forward your opinions and suggestions for the new service/team. • The FAQ’s will continue to be updated. • Review & Decision planned – 21 st December- 6 th January • Final decision meetings scheduled for 8 th, 9 th, 10 th January 2020 Serving the people of Cumbria

Key dates & Contact Information • Engagement period ends – 20 th December 2019 • Final Meeting – 8 th, 9 th, 10 th January 2020, Workington, Carlisle and Ulverston • People Management – Kerry Anderson – 01228221231 – Your Pension Service: 0300 323 0260 – Askpensions@localpensionspartnership. org. uk • Trade Union Representatives – GMB – Jen. lynas. gmb@gmail. com – Unison – Thomas Stewart, Steve Looney Serving the people of Cumbria

Discussion & Questions? Serving the people of Cumbria