Management - Matching (3)
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A Management programme for Life Path Trust. This session looks at matching. Matching is an important concept for managers. Get a good match – people and situations manage themselves, get a poor match and it will need considerable work. Matching is about supporting citizens to find the ideal things in life. That could be where and who to live with or what to do in leisure time. Most importantly it is about the people who support them. The session addresses the legal issues with recruitment and how we find staff who have the right values and attitude. What interview tools are used can effect who we recruit. To be successful we need the right tools to make the best matches.
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Management - Matching (3)
- 1. Session 3 – March 2014 *
- 2. *
- 4. Assess Plan Do Review Define Match Check ExitReview Life Path Staff Needs Applicants Skills Life Path Support Ability Citizens Needs Learn
- 5. * Focus on customer Focus on organisation Input Process Output Outcome Impact Context Values
- 6. *
- 10. * *Prepare Job descriptions and ideal profile for: *Person centred support co-ordinator *Support worker
- 11. *
- 12. * *Everyone comes to every session *We know how we can match citizens to what we offer *We know how we can match staff to our needs
- 13. *
- 15. * *What are the styles that can be used to select staff? *How useful are they? *Complete shortlisting grids for the 3 applications *Complete profile at *http://profiles4care.com/trial/ email to Gary
- 16. * *What we do
- 17. *
- 18. Staff Staff Staff Citizen living on their own * 2 Citizens sharing a flat 5 Citizens sharing a house
- 19. * *Ask citizens *Ask manager *Ask staff
- 20. * *Getting on with each other *Sharing bills *Paying the cost of a spare room *Moving
- 21. * What people have - what we need
- 22. * *Equality Act 2010 *Immigration, Asylum and Nationality Act 2006 *Data Protection *The Rehabilitation of Offenders Act 1974 *Disclosure and Barring Service
- 24. * Candidate Shortlist ? Yes No 1 8 2 2 6 4 3 10 0
- 25. * *Clearer person specifications / profiles *Change application form
- 26. * Cognitive ability test * Situational interview * Work sample * Assessment centre * Biodata * Background check * Standard interview * Handwriting Analysis * Polygraph test * .53 * .54 * .44 * .44 * .37 * .26 * .07 * .00 * .00 * Validity range -1 to 1 Source: Bureau of National Affairs, Employee Selection Procedures, May 1983
- 27. *
- 28. * *Legal *Match staff to citizens *Involving Citizens *People have *Skills *Values
- 29. *How was it for you?
- 31. *
- 32. *
- 33. *
- 34. *
- 35. * Group Personal
- 36. * *What’s important to me *Learning Log *Personal *Life Path
- 37. *
- 38. Assess Plan Do Review Define Match Check ExitReview Life Path Staff Needs Applicants Skills Life Path Support Ability Citizens Needs Learn
- 39. * *What can we check *Who can have a DBS *Who can refuse a DBS *Plus task group reports *Leaflets *Job descriptions and One Page Profiles *Ability test for support workers
Editor's Notes
- Observation – what did people see Different perspectives – Internal (to us and personal) - External Preface – Bad news travels quicker and further External feedback - managers have handled situations poorly - team meeting info to board - team leader introduction - support work has been excellent How we move on. Acknowledge that peoples opinions knowing are not always based on fact Show we have heard Take action This course is the action
- Ask group what things are in the overlaps before displaying arrows, Citizen / Systems Citizen / Resource Resource / System
- The journey for citizens and staff are the same and we need to make sure everyone has a good experience of it.
- Look at what outcomes are and where they fit
- Describe how bread has a different outcome and impact depending where you are on the hierarchy
- Each team of three have slips of paper with outcomes from their work written on them. Each group will make the outcomes SMART and read as an outcome. Approx. 20 mins on this section. Feed back = When they have rewritten the outcomes they will place them under each area title (on the file chart )of the job description of manager and Team Leader. But they have to get the whole groups approval!
- SMT went away last time and here are ideas.
- Have you started to put any learning from last week into practive
- Describe Our expectation of managers Eg staff plan
- Complete feeling sheet side 1.
- Why did people arrive tired? Was it good to be tired? How is it for staff going to training after a sleep In?
- Next time we will be looking at matching which includes interviews. So to get you thinking.
- Can be staff or citizens to share
- Put Marks chart up
- Some issues we need to be clear with citizens about
- Intro to shortlisting / interviews
- Flipchart for group to note protected characteristics Criminal offense to knowingly employ an individual who does not have the right to work in the UK Data protection: rights employees have to request any personal data we hold from application through the complete recruitment process and through to employment What do we do if a candidate discloses conviction information prior to DBS request? We exclude any disclosure from the shortlisting process but HR provide a risk indicator of low ,medium or high to protect staff and service users at workshops.
- Advert: exercise 1 to identify potential legal issues from a draft advert exercise 2 to apply the checklist to a recent support worker advert JD pivotal evidence in disciplinary cases through to tribunal cases; Crucial it “fits” and is regularly reviewed as the business changes Matching using these tools must be skills. experience and capability based to protect the organisation and the service users, to be fair to candidates, be transparent and open to candidates.
- Look at research Look at form Is it about total score Should it be the range What rules people out Clearer that 1 = no evidence 2 = surmised from other info eg type of work 3 = has mentioned it 4 = some evidence for criteria 5= excellent evidence that is clear
- Flip chart ideas One page profiles only need essential criteria Need to be non discriminatory eg to travel not to be able to drive
- Discuss in groups from your research List top 3 and why Flip chart Show detail Discuss what validity means
- Managers undertake the management ability test Put numbers on test and give out to known people Collect in and redistribute Ask people to mark a test What questions would you ask the candidate who’s test you have marked. Collect tests in and check marks Give feedback to candidates after meeting Should we develop an ability test for support workers?
- Groups set an interview question Why is it useful Look for : Situational Open / Closed Past performance predicts future actions
- What’s important to me – individuals complete Complete personal learning logs Flip chart group log
- Complete feeling sheet side 2
- Next time we move on to checking which will include: Do citizens get on when they share Getting to know you visits The HR role – DBS, refs, etc Pay scales and how we should work them
- Next time we will be looking at checking which includes DBS / references. So to get you thinking.