Great Place to Work – Senior Responsible Officer Cathy Kennedy Name of work stream: Identifying and Developing Potential FD’s Name(s) of work stream lead: John Ridler

Project Outline What is the purpose? “To exploit the best ways of identifying and then actively mentoring and coaching people to make the most of their potential to become the leaders of tomorrow”. We want to be able to create a platform and culture in the NHS that is recognised as being a great place to work to achieve your maximum potential

What are the Characteristics? Reaching Hi-Po ambition together Learning & growingDrive, Passion and Integrity Strategic Thinker Strong Judgement Clarity Thinker Stretching potential Connecting with others Bringing out the best in othersLeadership competency models Persuasion InfluenceTrust Building RelationshipsAdaptability Emotional Self AwarenessCulture FittingLeaders of change AspirationEngagement with NHS values Emphathetic Dealing with unexpectedRecover from setbacks New Skills

Workplan Model & timescales Identifying sources for potential (ACMA colleges, FSD, HFMA, Big 4) July-Sept 2014 Define criteria to be used for identification/build profile July-Sept 2014 Talent Review and Organisational Investment Process Oct 2014 Notification of Hi-Po individuals – public/private? Dec 2014 Hi-Po Development Scheme – timelines and stages From 2015 Celebration of Shared Success and reinvestment in new Hi-Po’s On-going

Potential Expenditure  Promotion of the Hi-Po scheme initiative – can be done through FFF networks but may need to be wider i.e. professional colleges  Funding for organisations to be able to take the steps to promote the Hi-Po scheme  Building the reputation of the scheme to be recognised as one that leads to success in career – any external advertising costs etc.  Travel/accommodation expenses – to use whole South West region to develop the scheme and Hi-Po’s

Stakeholder map NHS CIPFACIMA ACCA BPP DELOITTE GRANT THORNTONPwCKPMG HFMA FSDUWEWEIGHTMANS KAPLANFFF i.e value makersLEADERSHIP ACADEMY DOF’s/Deputies CLINICAL LEADS Other External publications

Potential Risks Availability of talent – obtaining the right quality and quantity Duplication with current themes or workstreams Lack of organisational support or focus for Hi-Po scheme Budget constraints i.e. to pay and train Lack of definition of DoF skill sets needed for future NHS Organisational structures and processes could delay progress May dampen motivation of non-selected Hi-Po’s if made public Conflicting demands of NHS transformation may be a factor on time and resource as High expectation of action will be present if this was to be a transparent scheme Hi-Po’s leave NHS following significant investment in them