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A Management programme for Life Path Trust. This session looks at defining what we offer both to citizens who are supported by the organisation and to the staff who support them. To be an effective manager you need to know what the product. In Social Care the measure of success is often described as outcomes, but what are they and how do we know when we have achieved them. The work we need staff to achieve can also be described in terms of outcomes and the session looks at how we prepare a job description and person specification in terms of outcomes and ‘one page profile’.
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Session 2 – February 2014
*Management
*Review
Citizens
Systems
Resource
Support Hrs, Skills, Teams
Assessm
ent,
Support Plans,
Outcome Star
Budget,
Acc
ounts
, Tr
ain
ing
Quality
Assess
Plan
Do
Review
Define
Match
Check
ExitReview
OUR JOURNE
Y
Life Path Staff Needs
Applicants Skills
Life Path Support Ability
Citizens Needs
Learn
*Values
*Key Values
How do we know how well we are doing?
*Indicators
*Each Session*Review
*Expectation
*Feeling
*Programme
*Citizens
*Resources
*Systems
*Journey Logs
*Research
*Expectation
*Everyone comes to every session
*We know what we offer citizens
*We know what we want from staff
*How do things feel
More feeling Less feeling
*How things felt last time
Cheerful
Happy Good
Uncomfortable
Down
Concerned
Confused
Unsure Angry
*Research*Citizens
*What outcomes can we offer
*Resources
*What outcomes do we need for
*Managers
*Team Leaders
*Complete ideal ‘One Page Profile’ for
*Manager
*Team Leader
*Citizens outcomes
*What we offer
*Outcomes
Focus oncustomer
Focus on organisation
Input Process Output Outcome Impact
Context
Values
*Outcome
*What’s the difference?
* Input
* Process
*Output
*Outcome
* Impact
*Maslow’s hierarchy of need
*Outcomes for citizens
*Outcomes for others?
*In providing support do we offer others.
Specific
Measurable
Achievable
Relevant
Time-bound
Ambitiou
s
SMARTObjectives
*Staff Outcomes
*Outcomes describe the job
*Job Description
*Outcomes can be grouped
*Need to be SMART
*Are people doing this job
*Need YES / NO answer
*Not maybe
*Job Descriptions
From your work please think of;
1. The sections that we divide an Area Managers Job Description into
2. The sections that we can divide the Team Leaders job descriptions into
*Please keep to 4 areas per description
Specific
Measurable
Achievable
Relevant
Time-bound
Ambitiou
s
SMARTObjectives
*One Page Profiles /Person
Specification
*If you have One Page Profile that’s a Person Spec?
*Do you think your one page profile could be measuring tool in an interview?
*Please list three new ideas for Managers
*Please list three new ideas for Team Leaders
*Staff are looking at the offer too
*Benefits
*Pay
*Holiday
*Company Sick Pay
*Pensions
*Child care vouchers
*Flexible working
*Additional Benefits
*Training
*Accredited
*Team work
*Friendship
*Valued
*Say thank you
*Flexibility
*Zero Hrs Contracts
*Flexible
*Responsive
*Cheaper than agency
Employee*Flexible
*No requirement to accept work
*Gives experience
*Benefits
*Staff are employees
*Benefits
*Offer must be fair
*Acceptance of work = contract
*Clarity of expectation
*Training
*Team meetings
*Supervision
*Journey Log
Group
Personal
*Journey Logs
*What’s important to me
*Learning Log
*Personal
*Life Path
*How do things feel
Assess
Plan
Do
Review
Define
Match
Check
ExitReview
OUR JOURNE
Y
Life Path Staff Needs
Applicants Skills
Life Path Support Ability
Citizens Needs
Learn
*Research
*What are the styles that can be used to select staff?
*How useful are they?
*Complete shortlisting grids for the 3 applications
*Complete profile at
*http://profiles4care.com/trial/ email to Gary
