S W T O SWOT ANALYSIS Body Corporate Model Strengths Weaknesses Minimal disruption to staff & services users No “winners & losers” Positively symbolic, “best of both” Consistent model emerging across Grampian Pooling of skills, knowledge & experience Complies with probable legislative framework Weaknesses Potential confusion for staff & service users Mixed management accountability Relies on mutual trust & cooperation O T Opportunities New & unhindered culture Remove organisational clutter/culture/behaviour Focus on outcomes Flexible model for future integration of other services Balance of power & control Threats Old cultures remain Organisational disputes Corporate interference Conflict over resources Protracted post-integration snagging e.g. IT arrangements

SWOT ANALYSIS Lead Agency Model with One Direction of Delegation S W Strengths Single budgetary control Single “brand” Single control of resources Pooling of skills, knowledge & experience Weaknesses Disruption to staff/Loss of key staff Inconsistent terms and conditions Feelings of “winners & losers” May not be consistent model emerging across Grampian Creates disconnection with other relevant services Complexity of change process Potential Gaps in professional experience & knowledge Reliability and trust may be an issue O T Opportunities Reshape organisational clutter/culture/behaviour Focus on outcomes Threats Culture of hosting organisation prevails Loss of organisational and professional identity Protracted post-integration snagging e.g. IT arrangements Potentially diminishes role of elected representatives

S W T O SWOT ANALYSIS Lead Agency Model with Dual Direction Delegation Strengths Delegation on basis of expertise Single control of specific resources/functions Single point of entry for specific functions Builds on quality & reputation of host agency Complies with probable legislative framework Weaknesses Feelings of “winners & losers” Inconsistent T &C Geographically complex Gaps in professional experience & knowledge Complex financial transactions Reliability and trust Loss of key staff O T Opportunities Remove organisational clutter/culture/behaviour Focus on outcomes Strengthen connections with related expertise Threats Culture of hosting organisation prevails Loss of organisational and professional identity Protracted post-integration snagging e.g. IT arrangements Potentially diminishes role of elected representatives