1. Coaching and Mentoring Centre of Excellence (CoE) HR/OD SMT Proposal Presented by: Melanie Lloyd & Karen Gallagher
22 December 2015

2. Background Actions to Date Planned next steps
In October 2013 HR/OD SMT agreed to the establishment of an internal coaching and mentoring service in NHS England.
Following SMT approval, research was conducted on best practice coaching and mentoring services and events were held with colleagues across NHS England to gather views, discuss options and reach agreement on service standards and priorities.
Subsequent activity focused upon the:
- agreement of quality/service standards;
- identification of a system to match people requiring coaching and mentoring with those able to provide it;
- development of support and guidance materials;
creation of a plan to build organisational capacity.
The service was launched to staff in October 2014.
Subsequent development efforts have focused upon: capacity building, assurance and evaluation, communications and engagement and the continued development of the service.
A Steering Group consisting of internal experts provides governance, challenge and support to the service.
Planned next steps
Following a review of the internal service in September 2015 HR/OD SMT agreed to raise the profile of coaching and mentoring in the organisation by establishing a coaching and mentoring Centre of Excellence (CoE).
The CoE will:
establish coaching and mentoring as a central component of our organisation development strategy;
support the integration of coaching and mentoring into other development areas i.e. talent and diversity;
provide leadership, development, best practice, research and consultancy support to the business on coaching and mentoring;
provide value for money.
Assumptions underpinning the CoE – as an organisation we will:
use coaching and mentoring to underpin and deliver key elements of our OD strategy to include values and behaviours;
encourage and proactively develop a coaching style of management;
support the development of qualified internal expertise;
encourage line managers to recognise staff that perform the role of coach and/or mentor;
develop a culture whereby all members of Leadership Forum and participants on formal programmes of learning offer their
skills to mentor others;
ensure the service is accessible to all staff and is based on the principles of inclusivity, parity of access, high quality and
value for money;
assess the service on a yearly basis to identify our return on investment .

3. CoE - Core Functions Service Management & Network Development
Centre of Excellence
Leadership & Governance
Profile & Positioning
Service Management & Network Development
Internal & External Service
C&M Community
Research and Best Practice
Links to Research Bodies
Standard Development
Assurance and Evaluation
Consultancy Support
Proactive Support to Business Development

4. Service Management & Network Development
Deliverables
Leadership & Governance
Service Management & Network Development
Research & Best Practice
Consultancy Support
Identification of a senior sponsor to help position the CoE and raise its profile
Continued Management and development of the internal service
Work with research bodies and universities (evidence base)
Identification of best practice
Provision of consultancy support to the business. The CoE should be the place people go to seek advice and support if they are considering using coaching or mentoring
Confirmation of professional lead(s) responsible for developing and maintaining the CoE
Development of external provision (Capita and LDP’s)
Development of KPI’s for coaching and mentoring
Work in this area currently focuses on support to networks, Nursing Directorate and potentially DH
Coaching and mentoring is positioned as an integral part of how we do business
Building and development of internal capacity (training, supervision and CPD)
Continued development and maintenance of assurance standards (internally and via EMCC)
Line managers value our internal coaches/mentors and support them to deliver coaching and mentoring within the business
Managing relationships with external bodies (AoC, & EMCC) and NHS organisations (HEE and LA)
Yearly evaluation and impact report
Strong governance of the CoE via a Steering Group and clear reporting lines to HR/OD SMT
Provision of advice and guidance to staff (intranet, e-learning, guides etc.)