Management - Define (2)
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A Management programme for Life Path Trust. This session looks at defining what we offer both to citizens who are supported by the organisation and to the staff who support them. To be an effective manager you need to know what the product. In Social Care the measure of success is often described as outcomes, but what are they and how do we know when we have achieved them. The work we need staff to achieve can also be described in terms of outcomes and the session looks at how we prepare a job description and person specification in terms of outcomes and ‘one page profile’.
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Management - Define (2)
- 1. Session 2 – February 2014 *
- 2. *
- 4. Assess Plan Do Review Define Match Check ExitReview Life Path Staff Needs Applicants Skills Life Path Support Ability Citizens Needs Learn
- 7. How do we know how well we are doing? *
- 9. * *Everyone comes to every session *We know what we offer citizens *We know what we want from staff
- 10. *
- 12. * *Citizens *What outcomes can we offer *Resources *What outcomes do we need for *Managers *Team Leaders *Complete ideal ‘One Page Profile’ for *Manager *Team Leader
- 13. * *What we offer
- 14. * Focus on customer Focus on organisation Input Process Output Outcome Impact Context Values
- 15. * *What’s the difference? *Input * Process *Output *Outcome *Impact
- 16. *
- 17. *
- 18. * *In providing support do we offer others.
- 20. * *Outcomes describe the job *Job Description *Outcomes can be grouped *Need to be SMART *Are people doing this job *Need YES / NO answer *Not maybe
- 21. * From your work please think of; 1. The sections that we divide an Area Managers Job Description into 2. The sections that we can divide the Team Leaders job descriptions into *Please keep to 4 areas per description
- 23. * *If you have One Page Profile that’s a Person Spec? *Do you think your one page profile could be measuring tool in an interview? *Please list three new ideas for Managers *Please list three new ideas for Team Leaders
- 24. *
- 25. * *Pay *Holiday *Company Sick Pay *Pensions *Child care vouchers *Flexible working
- 26. * *Training *Accredited *Team work *Friendship *Valued *Say thank you *Flexibility
- 27. *
- 28. *Flexible *Responsive *Cheaper than agency *Flexible *No requirement to accept work *Gives experience *
- 29. *Staff are employees *Benefits *Offer must be fair *Acceptance of work = contract *Clarity of expectation *Training *Team meetings *Supervision
- 30. * Group Personal
- 31. * *What’s important to me *Learning Log *Personal *Life Path
- 32. *
- 33. Assess Plan Do Review Define Match Check ExitReview Life Path Staff Needs Applicants Skills Life Path Support Ability Citizens Needs Learn
- 34. * *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
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
- If citizen or staff journey have not come out in previous then explain
- What have you done to promote this? 5 mins feedback
- KPI’s Trends Flip Chart response Hand out what we have.
- Session format
- Describe Our expectation of managers Eg staff plan
- Complete feeling sheet side 1.
- Complete feeling sheet side 1.
- Have you got your research We are going to use it throughout the day.
- 1 Outcome from each person. – record on flip chart Are these outcomes?
- Look at what outcomes are and where they fit
- Flip chart ideas for each part. Give Bread example Concentrate on Outcome and Impact
- Describe how bread has a different outcome and impact depending where you are on the hierarchy
- In groups agree outcomes from your research that we offer and put 1 outcome on each postit note. Need to be short and precise. Have flip charts and group by service. Managers / team leaders for each service to take responsibility for their chart. Support / Day Opportunities / Work Opportunities / Respite / Holidays / PCP Check if any should be in more than 1 service area and do general flip chart. Group items on flip charts
- Do we have outcomes for people other than citizens What are they and for who?
- All outcomes need to be smart Achievable is not pushing ourselves we want objectives that are ambitious. Recognise that is we are ambitious we may not always achieve So long as we know the reasons and learn from it that is OK
- Need outcome based job description We need to be more interested in achieving things than the process. So long as process is legal, moral and with in our values it is OK That means people will be measured by results.
- Work in groups of three, for 15 mins. Teams give feed back and then write up on main flip chart. Then all groups will need to agreed what areas are required. These will be written individually on to a flip chart and placed around the room.
- 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!
- Slit into groups 3 groups – give them hand out of current person specification for Managers and Team Leaders They check to see if their one page profile is a tool that can be used in recruitment They will then make three ideas for Managers They will then make three ideas for team leaders Approx. 15 mins Feed back = these ideas will make a new one page profile that can be used as an assessment tool in recruitment
- We have defined what we want - well almost Potential staff will be looking at what is in it for them.
- These are the clear benefits
- We offer good quality and recognised training Need to work on team work – comes in later session Staff need to be valued. We need to say thank you
- A key to flexibility A valuable tool for managers
- There are benefits for both employer and employee. Work best when both sides get what they want from the agreement. (Providing it is legal!) People may want to work 80 hrs but it is not legal and safe
- No legal definition of zero hours. There are 3 possible work types: Employee Turns up when employer tells them Employer gives then tools for the job Contractor Provides a service Does not have to be done by a specific person Usually provides their own tools 3. Worker Some where in between – LPT treats zero hrs staff as employees
- What’s important to me – individuals complete Complete personal learning logs Flip chart group log
- Complete feeling sheet side 2
- If citizen or staff journey have not come out in previous then explain
- Next time we will be looking at matching which includes interviews. So to get you thinking.