Stable & High Performing Workstream Checkpoint of where we are 21/6/13

Steering Group Composition NameOrganisationRole Melanie DudleySMBCWorkstream Lead Max WideiMPOWERWorkstream Lead Gwynn RogersPennaPenna Delivery Lead Simon WhiteSMBCDCS Emma BotfieldTransform SandwellProject Manager Paul CoxSMBCChildren & Corporate Liasion Edward WallaceiMPOWERLink to other workstreams Yolanda CordenSMBCSubject Matter Expert Danielle LaneSMBCSubject Matter Expert Richard LuckmanSMBCCorporate Subject Matter Expert Cathi DoddSMBCCorporate Subject Matter Expert *Please note Pam Pulsford & Jan Wakefield will act in advisory capacity to the Steering Group and will be invited when required

Contract Specification Contract variation document approved by workstream leads and submitted to Nicola Plant

Key Activities Current contract deliverables Leadership – Lead Max Wide Executive Coaching – Lead Max Wide Attraction & Recruitment – Lead Richard Luckman Induction – Lead Jan Wakefield & Edward Wallace Employee Branding/Engagement – The Sandwell Way – Lead Emma Botfield & Richard Luckman Learning & Development – Lead Jan Wakefield Out of Scope Coaching Development for TM’s – currently out of scope (priority for inclusion within contract) Leader as Coach – currently out of scope Sandwell Academy – currently out of scope Workforce Design – currently out of scope

To be Future State ThemeVisionOutcome Leadership To have a leadership team that effectively leads CYPS and the children’s agenda across partner services and agencies has clear accountability and promotes responsibility. Delivers sustainable governance Improved services for children & families within Sandwell. Lead a high performing, motivated workforce that provides clear direction. Visible leadership to front line staff leading by example Attraction & Recruitment To attract and recruit high calibre permanent employees across the organisation and reduce the need for high numbers of agency workers Improved attraction and retention rates in Children Social Care that improves quality of service Induction To have an integrated induction programme which reflects employee brand and provides long term developmental support Improved retention rates in Children Social Care that improves knowledge and behaviours of the workforce and improved quality of service Coaching Culture To promote a coaching culture where leaders & managers are equipped to support the up-skilling of the workforce and feedback is given & received as a positive act Improved social work practice to improve outcomes for children & families within Sandwell. High performing & motivated workforce that meets the Professional Capabilities Framework standards

To be Future State ThemeVisionOutcome Learning & Development To provide a comprehensive Learning & Development offer that improves skills, knowledge & promotes the behaviours and environment in which Children Services operates. To provide CPD opportunities to improve practice within Children Services where professional development is valued and individuals take ownership of driving their personal development Improved social work practice that is reflective that improves outcomes for children & families within Sandwell. Improved decision making and assessment outcomes. High performing & highly motivated workforce that meets the Professional Capabilities Framework standards Workforce Design To build a workforce of high calibre, highly skilled employees that consists predominantly of permanent employees has strategically placed agency workers and accommodates student placements to provide an exceptional experience. To manage talent within the organisation to enable effective succession planning To have a high performing, highly skilled workforce to deliver services that improve outcomes for Children & Families.

To be Future State ThemeVisionOutcome The Sandwell Way Big Plans for Little Voices To create the Sandwell Way where all staff work within the policies, procedures and thresholds determined by the leadership team. Uphold the Sandwell values. Put children first and give them maximum choice and control over the services provided. Take responsibility to seek and use professional development activity to continue to improve Improved social work practice that is reflective, that improves outcomes for children & families within Sandwell. Improved decision making and assessment outcomes. High performing & highly motivated workforce

SHPW considerations Partnership working how to match standards, values, behaviours Acceptance that learning is very different to development All PM’s link to Edward Wallace for workforce needs

Next Steps ActionOwnerTimescale Communicate role to new composition of Steering Group Emma Botfield2 nd July 2013 Gain Feedback from PRG on Future StateEmma Botfield/Edward Wallace 2 nd July 2013 Meet with Leads to produce detailed project plan for submission to workstream lead Emma Botfield/ Edward Wallace 9 th July 2013 CSMT to sign off Future StateEmma Botfield8 th July 2013 Provide overview of Induction Programme for sign off by CSMT Emma Botfield8 th July 2013 Commence Exec Coaching with Sharron MillerDeclan Woods26 th June 2013 Create a framework for engagement & communicate for the programme Tom Davies21 st June 2013