management - matching (3)
DESCRIPTION
A Management programme for Life Path Trust. This session looks at matching. Matching is an important concept for managers. Get a good match – people and situations manage themselves, get a poor match and it will need considerable work. Matching is about supporting citizens to find the ideal things in life. That could be where and who to live with or what to do in leisure time. Most importantly it is about the people who support them. The session addresses the legal issues with recruitment and how we find staff who have the right values and attitude. What interview tools are used can effect who we recruit. To be successful we need the right tools to make the best matches.TRANSCRIPT
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