Children Health and Care Commissioning Staff Engagement Briefing

Children, Health and Care Commissioning Staff Engagement Briefing 27. 04. 17 Serving the people of Cumbria

Agenda • • Current issues Proposal Information Scope Current Structure Proposed Structure Stages of the Process Employee Support and Advice Next Steps & Key Timescales Serving the people of Cumbria

Current Team Capacity Capability and skills Flexibility Interface with internal & external partners Geographical spread Gaps and Duplication Integrated working Serving the people of Cumbria

Current Context Financial position Capacity Ability to meet current demand Ability to better meet future demand smarter Organisational risk Quality Safeguarding Market Management Serving the people of Cumbria

Review Scope The posts in scope of this phase of the proposed service review are: Deputy Director LD/MH Senior Manager - Integration Commissioning Lead - People Commissioning Officers - People Specialised Commissioning County Manager 19 19 15 9 0. 5 v 1. 0 3. 0 42, 900 85, 700 142, 200 98, 700 18 1. 0 69, 600 Assistant Commissioning Manager Service Development Manager Social Worker Strategy Officer General Commissioning County Manager Service Development Manager 15 16 11 11 1. 0 v 4. 0 2. 0 v 1. 0 v 47, 400 208, 400 74, 200 37, 100 18 16 1. 0 v 5. 0 69, 600 260, 500 16 11 1. 0 v 3. 0 52, 100 111, 300 19 13 1. 0 6. 0 85, 700 256, 200 17 11 1. 0 35. 5 59, 400 37, 100 1, 738, 100 Project, Partnership Development Officer Quality Management Officer Safeguarding Senior Manager Safeguarding Adult Officer Public Health Commissioing Manager Strategy Officer Structure Total *v – posts currently vacant Serving the people of Cumbria

Service Delivery Proposal The proposed new structure for consultation will consist of: Older Adults Senior Manager 19 1. 0 85, 700 Commissioning Manager 17 3. 0 178, 200 Commissioning Officer 11 4. 0 148, 400 Commissioning Assistant 7 1. 0 25, 800 Senior Manager 19 1. 0 85, 700 Commissioning Manager 17 3. 0 178, 200 Commissioning Officer 11 3. 0 111, 300 Commissioning Assistant 7 4. 0 103, 200 19 1. 0 85, 700 Senior Manager 19 1. 0 85, 700 SAB Business Manager * 16 1. 0 52, 100 Quality and Care Governance Officer 13 8. 0 341, 600 39. 0 1, 882, 600 Lifelong LD and MH Childrens Health Integration Senior Manager Safeguarding Structure Total If agreed following consultation, this would result in: • A net increase of 3. 5 FTE from 35. 5 FTE posts to 39. 0 FTE • Structure cost increase of £ 144, 500 (from £ 1, 738, 100 to £ 1, 882, 600) • £ 92, 400 included SAB funding Serving the people of Cumbria

Current Structure Serving the people of Cumbria

Public Health AD (Health and Wellbeing) / DPH Consultant in Public Health North + Health Improvement Senior Public Health Manager Public Health Development Officers (4. 2 wte) Business Support Assistant (0. 2 wte) Consultant in Public Health - South + Healthcare PH Service Manager Health and Wellbeing System HAWC Team Leaders x 3 System Development Manager Active Cumbria Service Managers (2 wte) Public Health Manager (Health Protection) Public Health Manager (Commissioning) Active Cumbria Team (as current structure chart) Health Protection Specialist Strategy Officer HAWCs x 29 Serving the people of Cumbria

Proposed Structure Serving the people of Cumbria

Reshaping Process Engagement Period (4 weeks) Review and Decision (up to 2 weeks) 27. 04. 17 – 26. 05. 17 27. 05. 17 – 05. 06. 17 Assimilation and Vacancy Preference Process 12 – 30 June Final Outcomes 03. 07. 17 Serving the people of Cumbria

Engagement • 4 week engagement 27. 04. 17 – 26. 05. 17 • Face to Face Meetings: Ø First – 27. 04. 17 @ 10 am, Training Room A&B, Cumbria House Ø Mid-point – 11. 05. 17 @ 10 am, Conf Rm, Archives (Lady Guildfords) Ø Final – 06. 17 @ 2 pm, Training Room A&B, Cumbria House • Opportunity of 1: 1 s with management on request – request form on Employee Information website • Employee Information Website – for all reshaping documents and FAQs – FAQs regularly updated • Website facility – to ask questions and provide comments on the proposals Serving the people of Cumbria

Assimilation • Assimilation process will compare old and new roles to determine where assimilation appointments can be made • Direct Assimilation - the job grade/ scale/ range is the same and - must be a 75% or more match (substantially similar) overall against assimilation criteria • Assessed Assimilation - the job grade is different - a further assessment process is required to ensure the job holder has the necessary skills, knowledge and competences to fulfil the requirements of the post - it is the responsibility of the employee to identify and objectively evidence that a new post is substantially similar (75%), which must be verified by two managers (Service Manager and Service Assistant Director) • Competitive Selection - Following direct and assessed assimilation, where it is identified that there are more people than posts, a competitive selection process will be necessary. Serving the people of Cumbria

At Risk & Vacancy Preference At Risk • Employees not assimilated to posts confirmed as ‘at risk’ of redundancy and are able to apply for vacant posts through the vacancy preference process Vacancy Preference Process (VPP) • Ability to apply for up to 3 vacant posts at any grade • 1 interview where possible • All employees in scope will receive a personalised letter confirming the outcome of the process: ØConfirmation of assimilation ØConfirmation of VPP • All letters issued via the Service Centre Serving the people of Cumbria

Final Outcomes • Outcome letters issued from 03. 07. 17. • Any remaining vacancies advertised internally • For employees who have not secured a post: Ø Alternative employment support Ø Meetings with the Senior Manager & AD to discuss other options Ø Notice of redundancy issued as a last resort Serving the people of Cumbria

Reshaping Process Engagement Period (4 weeks) Review and Decision (up to 2 weeks) 27. 04. 17 – 26. 05. 17 27. 05. 17 – 05. 06. 17 Assimilation and Vacancy Preference Process 12 – 30 June Final Outcomes 03. 07. 17 Serving the people of Cumbria

Support and Advice • Both face-to-face and website • Engagement period • People Management support • Learning & Development service • Trade Union representatives • Pensions Service • Employee Information Website Serving the people of Cumbria

Employee Information Website Serving the people of Cumbria

Serving the people of Cumbria

Next steps • Statement of change, structure proposal and role profiles all available on Employee Information Website • FAQs will be regularly updated on Employee Information Website • Welcome any feedback for consideration Serving the people of Cumbria

Discussion & Questions? Serving the people of Cumbria