Staff and Managers
Active Support Active support continues to be one of our main priorities as it enables service users to have more control and independence over the activities they choose to do. We would like to ensure that we are providing the best active support possible and to this end we need to continue with the interactive audits.
Developing Staff and Managers -1 We believe that recognising and improving performance will lead to a better quality of service offered to service users. We want to extend the appraisal system to central staff and look at ways of using it to recruit staff..
Developing Staff and Managers - Asset Survey -2 When we conducted the Asset survey nearly 3 years ago we found the results very useful and developed a training programme around harassment and bullying as a result of it. We would now like to repeat this survey and focus on how targeting support may have affected staff.
Developing Staff and Managers -3 We are committed to life long learning for all of our staff. We will induct people into the agency and will meet the individual training needs of staff through the personal development planning process.
Developing Staff and Managers -4 We want to look at different ways of delivering training and developing knowledge and skills. We believe this can be achieved by using the virtual learning environment.
Developing Staff and Managers -5 We believe it is important to provide quality support throughout a person’s life time. It is essential that we consider how we support both service users and staff when we are with an individual at the end of their life.
Community Services Team -1 We want to develop a mediation and resolution service to help staff resolve any issues they may have. We believe this will help staff moral and improve the service we offer to service users.
Community Services Team -2 We will develop the Home Care Roster system to be able to record when staff arrive and leave and integrate this into the payroll system. This in time will remove the need for time sheets and will be a more efficient way of recording time and attendance. We intend that all Managers will use this rota system in the coming year.
Contract Managers -1 Operations are committed to reducing the levels of excessive hours that some staff do. An action plan has been developed to reduce staff to a 50 hour maximum week by the end of December '09. The CSSIW and Unison have been involved in the consultation process and have agreed to the plan.
Contract Managers -2 We want to look at different ways in which we could provide support at night to service users. We will work in partnership with CCS and WCH to develop a pilot service where we base staff at a local base and they respond to individual needs at night.
Terms and Conditions for Staff -1 We have been paying the long service award for 5 and 10 years service. We now believe it is time to review this and evaluate whether we will be able to extend this to 15 and 20 years service.
Terms and Conditions for Staff -2 In the past the Voice group has been very successful in improving the terms and conditions for staff. We would like to reconvene this group and look at other ways in which we could improve benefits for all staff.
Terms and Conditions for Staff -3 We have been successful in introducing more flexible ways of working and we would like to extend this further. We will continue to look at the range of different contract that we could offer staff and will pilot some examples.
Targeted Support -1 Following the successful implementation of targeted support in networks 5 and 6 we will be confirming the temporary contract arrangements following a recruitment process..
Targeted Support -2 We have developed an action plan to restart the implementation of targeted support. We will be implementing this in network 4 by the end of December '09 and will roll out in the remaining networks during 2010.We also want to ensure consistency of practice in the networks so we will be writing practice guidelines to support operations.
