1. Stable and High Performing Workforce Steering Group 8 th August 2013

2. Agenda Update on achievements so far Future State - Sign Off & Endorsement Induction - Sign Off & Endorsement Approach to Team Manager Development - Discussion and agree a way forward Links to other Workstreams - Update The Sandwell Way - Progress to date - Endorsement and role modelling AOB

3. Achievements to date 50 permanent staff recruited since January 2013 Interview for Service Director scheduled 13 th & 14 th August 2013 Group Head in post (Sharron Miller) 2 Group Heads to commence 9/9/13 Safeguarding Group Head under review by Simon – Interim in place Two week Induction planned (subject to sign off) First Chemistry Coaching Meeting with Sharron Miller taken place Voice of the Child and Practioner input received for “The Sandwell Way” Resource identified and working with PM’s for Service Model Redesign to identify training needs Court Working skills & Assessment skills development currently being procured – interviews with providers scheduled for 3rd September 2013. Fully engaged with Service Learning outcomes for IRO’s identified and procurement underway – aim to commence learning 2nd September 2013. Fully engaged with service Leadership facilitation programme agreed to provide a cohesive and effective leadership team to sustain the improvement programme

4. 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 Contributes to improved social work practice to improve outcomes for children & families within Sandwell. High performing & motivated workforce that meets the Professional Capabilities Framework standards

5. To be Future State ThemeVisionOutcome Sandwell Academy Learning & Development To provide a comprehensive Learning & Development offer that meets individual needs 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.

6. 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

7. Induction Shaped by the service for the service Attendance is critical by delegates & facilitators Every session will be interactive, discussions, debate, challenge, clear personal responsibility Overriding factor “What’s in it for me?” Once complete transition to BAU 18 delegates to attend

8. Team Manager Development Critical stakeholders Critical enablers for making change happen and to sustain improvements Little investment over the years Ideal way to identify talent

9. Links to all workstreams Lee Siviter & Tom Davies –Attending workshops, identifying learning & development needs –Attending team and service meetings to gain feedback, input and to challenge individuals role in sustaining change –Member of the MASH Project Board

10. Leader As Coach Leadership Development Programme Sandwell Social Care Academy Leadership Facilitation Supervision Team Manager Coaching Attract & Recruit Team Manager Development Buddy Scheme Executive Coaching Induction Appraisal L&D Whole workforce Workforce Design CPD Evaluation Voice of the Child Communication ENGAGEMENTENGAGEMENT UNITY&PROGRESSUNITY&PROGRESS The Sandwell Way

11. Any Other Business….