Engagement Briefing on Restructuring of Children & Young People Services in Cumbria

Children & Young People End Point Engagement Briefing 04 December 2018 Serving the people of Cumbria

Agenda Council Position and Recap on Objectives Feedback received Final Agreed Structure Key Changes Level of Impact Timeline and Stages of the Process Including VR Application Employee Support and Advice Next Steps & Key Dates Serving the people of Cumbria

What do we aim to achieve To realign roles and responsibilities within the senior management structure of Children & Young People. To realign roles and responsibilities within the management structure of Early Help and Targeted Youth Support To reduce the cost of the management structure whilst ensuring adequate support for the teams across the service. Further integration within the Children and Young People Service Increase locality working and accountability Serving the people of Cumbria

Proposals, Feedback and Engagement Initial and mid point engagement sessions well attended. 1:1 s have been taken up by individuals Trade Union commitment and attendance has been welcomed Many FAQs and consultation responses received and thoroughly considered. Serving the people of Cumbria

Feedback & Response (1-2) Feedback Response 1) The name of YOS & Specialist Service Manager didn t reflect what people do and means somethng different in a wider context We have changed the name to Youth Offending and Prevention Service Manager to better reflect this. 2) The role of YOS & Specialist has a wide spectrum which may be too broad and that Resettlement isn t a natural fit under this role Resettlement will now sit under the Senior Manager Children Looked After as a separate area. Serving the people of Cumbria

Feedback & Response (1-2) Feedback Response 3) Concerns over line management of Early Help Officers We are not making these permanent arrangements and will continue to review where these will be best placed. 4) Some feedback about the grading of posts These have all gone through due process and have also been reviewed in light of feedback with some minimal changes made. Serving the people of Cumbria

Feedback & Response (1-2) Feedback Response 5) Concerns over links between this reshaping and the review of 0-19 services This is a management reshape and is completely separate to the 0-19 developments 6) Concerns around taking the name of the districts out of the Senior Manager posts Amendments have been made to the job specs to incorporate the locations of responsibility as well as the strategic lead areas Serving the people of Cumbria

Key Changes Having taken into account the feedback received the key changes are: Change of job title of YOS and Specialist to Youth Offending and Prevention Service Manager Resettlement has moved from being under Youth Offending to being a standalone area reporting to the Senior Manager Children Looked After Areas are now included in the Senior Manager job specs along with a strategic lead focus Serving the people of Cumbria

Final Structure Serving the people of Cumbria

Staffing Number of Posts Number of Posts FTE Post Title Post Grade 3 Senior Manager (Children & Young People) 19 3 1 Senior Manager (CLA) 19 1 1 Youth Offending & Prevention Service Manager 18 1 1 Resettlement Programme Manager 17 1 2 Area Team Practice Manager 15 2 3 Team Manager - Targeted Youth Support 15 3 1 Intensive Early Help Manager 15 1 1 Focus Family Manager 17 1 13 Total 13 Cost of Structure 657,904 Serving the people of Cumbria

Timeline and Stages of the Process Serving the people of Cumbria

Assimilation and Vacancy Preference Process December - January 2018/9 Engagement Period (4 weeks) 29 Oct 29 Nov Assimilation and Vacancy Preference Process December - January 2018/9 Engagement Period (4 weeks) Review and Decision Implementation Feb 2019 29 Oct 29 Nov Final Outcomes Jan 2019 VR Window (up to 3 weeks) 29 Oct 07 Dec VR Approval Final Outcomes VR Window (up to 3 weeks) w/c 10 Dec 2018 Jan 2019 29 Oct 07 Dec Serving the people of Cumbria

Employee Information Website www.cumbria.gov.uk/employeeinformation/ Wellbeing Serving the people of Cumbria

Voluntary Redundancy VR window closes 07 December Review and decisions for VR applications from 10 December Serving the people of Cumbria

Assimilation & Vacancy Preference Process (VPP) New Structure Current Structure Process Positions within the Current Structure Positions within the New Structure Serving the people of Cumbria

Assimilation Assimilation process will compare old and new roles to determine where assimilation appointments can be made Direct Assimilation - the job grade/ scale/ range is the same and - must be a 75% or more match (substantially similar) overall against assimilation criteria Assessed Assimilation - the job grade is different - a further assessment process is required to ensure the job holder has the necessary skills, knowledge and competences to fulfil the requirements of the post - it is the responsibility of the employee to identify and objectively evidence that a new post is substantially similar (75%), which must be verified by two managers (Service Manager and Service Assistant Director) Competitive Selection - Following direct and assessed assimilation, where it is identified that there are more people than posts, a competitive selection process will be necessary. Serving the people of Cumbria

Vacancy Preference Process At Risk Employees not assimilated to posts confirmed as at risk of redundancy and are able to apply for vacant posts through the vacancy preference process Ability to apply for: up to 3 posts; Any grade Posts that can be applied for through vacancy preference process confirmed in individualised letters Letters contain links to make an application Maximum character limit for applications 1 interview where possible Interview dates confirmed asap Serving the people of Cumbria

Key Dates Assessed Assimilation Completed forms to be submitted to reshaping@cumbria.gov.uk by 12.12.18 at 12 noon Assimilation outcomes Question? VPP will follow conclusion of the assimilation process and updates will be provided in due course. Serving the people of Cumbria

Final Outcomes Personalised outcome letters issued from January 2019 Any vacancies which have not been filled through Assimilation and VPP will be advertised internally. For employees who have not secured a post: Alternative employment support Meetings with the Senior Manager & AD to discuss other options Notice of redundancy issued Serving the people of Cumbria

Alternative Employment Support Trial Period? Meetings with Senior Manager / Assistant Director Alternative Employment Programme http://www.cumbria.gov.uk/jobsandcareers/search.asp Serving the people of Cumbria

Support and Advice Learning & Development Service Trade Union Representatives Employee Information Website People Management Pension s Advice Serving the people of Cumbria

Coping with Change Wellbeing Employee Wellbeing Service Management Referral Self Referral Better Health at Work Cumbria - NHS Mental Healthcare Links to Useful National Helplines and Websites Managing Stress Useful information to help you identify and find appropriate support www.cumbria.gov.uk/healthandwellbeing/betterhealth/default.asp Serving the people of Cumbria

Next steps The Statement of Change, Presentation, Structures, Post Specifications and FAQ s are all available on the Employee Information Website. We will start the process of assimilating employees into positions within the new structure. Serving the people of Cumbria

Discussion & Questions? Serving the people of Cumbria