New ways of working and delivering care road map

Governance Group

1. Design and approve an Agile Working and Flexible Working policy and guidance.
2. To develop a comprehensive set of frequently asked questions (FAQs) in partnership to provide clarity on the Trust’s agile working approach.

1. Implement a trust-wide Agile Working Policy and approach.
2. Advocate and socialise the Agile Working and Flexible Working policy including manager guidance and support.
3. Work with colleagues and stakeholders of the Agile Working Group to deliver project/system changes that will support an agile workforce.

Governance Group

1. Implement a new Trustwide Learning Management System (LMS) that delivers an improved user experience and captures/ reports on Learning Needs Analysis (LNA), classroom course availability and CT compliance.
2. Establish the role of the People, OD and Talent Group as gatekeeper of any new learning initiatives which are identified at place and system level.
3. Implement a new, simplified appraisal platform that enables objective setting, wellbeing assessments and integrates with the existing workforce systems.

1. Include within recruitment guidance and manager training selection methods which support managers to test innovation and improvement competence.
2. Reviewing our systems to ensure that they meet the need for local retraining and upskilling, working in partnership with local higher education institutions.
3. Feedback from course modules to review and improve the learning management offer.
4. Supporting managers, through training, to utilise innovative development pathways to support resourcing and skills gaps e.g. apprenticeships, retire and return, new roles etc.
5. Complete a scoping exercise to configure the integrated LMS and appraisal to capture the LNA for the Trust.

Governance Group

1. In collaboration with other services, review and agree in-house OD consultancy offer and approach to support new ways of working and service development.

1. Roll out the in-house OD consultancy offer to services.
2. Evaluate the OD consultancy offer to services utilising agreed metrics.
3. Refresh the approach to organisational change through the induction of a new policy and procedure and training packages to support interventions.
4. Continue to identify teams that require support from the OD function through using the workforce metrics on a rolling basis and deliver intervention where required.
5. Continue to work with improvement colleagues to understand and utilise best practice diagnostic tools to inform effective team working supporting quality improvement (e.g. SREC).
6. Review and continue to embed the team development approach e.g. Affina Journey and Team Development Manager self-service hub.

Governance Group

1. Complete a review of the current salaries and wages forms.
2. Commence a pilot of the safer staffing software platform in the Leeds CAMHS inpatient units.

1. Develop and implement an intuitive, integrated workflow management solution to replace the SW process.
2. Implement a safer staffing acuity software solution across inpatient services.