management - matching (3)

Session 3 – March 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

*Outcomes

Focus oncustomer

Focus on organisation

Input Process Output Outcome Impact

Context

Values

*Maslow’s hierarchy of need

*Task Group

*Outcomes leaflets

Specific

Measurable

Achievable Relevant

Time-bound

Ambitiou

s

SMARTObjectives

*Job Descriptions *Managers

*Team Leaders

*Task Group

*Prepare Job descriptions and ideal profile for:

*Person centred support co-ordinator

*Support worker

*Zero Hrs Contracts

*Expectation

*Everyone comes to every session

*We know how we can match citizens to what we offer

*We know how we can match staff to our needs

*How do things feel

More feeling Less feeling

*How things felt last time

Happy

Good

Uncomfortable

Concerned

Confused

Unsure

Tired

*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

*Matching Citizens

*What we do

*Matching

Staff

Staff

Staff

Citizen living

on their own

*Matching Existing Staff

2 Citizen

s sharing a flat

5 Citizens sharing a

house

*Matching

*Ask citizens

*Ask manager

*Ask staff

*People living together

*Getting on with each other

*Sharing bills

*Paying the cost of a spare room

*Moving

*Matching StaffWhat people have - what we need

*Legal

*Equality Act 2010

*Immigration, Asylum and Nationality Act 2006

*Data Protection

*The Rehabilitation of Offenders Act 1974

*Disclosure and Barring Service

*TOOLS

*Advert

*Job description

*Person specification

*Application form

*Shortlisting

Candidate Shortlist ?

Yes No

1 8 2

2 6 4

3 10 0

*Improving Shortlisting

*Clearer person specifications / profiles

*Change application form

Test Style* Cognitive ability test

* Situational interview

*Work sample

* Assessment centre

* Biodata

* Background check

* Standard interview

*Handwriting Analysis

* Polygraph test

Validity* .53

* .54

* .44

* .44

* .37

* .26

* .07

* .00

* .00

*Interview styles

Validity range -1 to 1

Source: Bureau of National Affairs, Employee Selection Procedures, May 1983

*Our interviews

*Key elements

*Legal

*Match staff to citizens

*Involving Citizens

*People have

*Skills

*Values

*How was it for you?

Se

lf Es

teem

Empa

thy

Comm

Chall

Beha

viou

r

Keep

App

oint

Stay

0102030405060708090

100

*Profile

*Ability Test

*Interview Questions

*What to change?

*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 can we check

*Who can have a DBS

*Who can refuse a DBS

*Plus task group reports

*Leaflets

*Job descriptions and One Page Profiles

*Ability test for support workers