Reshaping Fostering and Adoption Services in Cumbria - Staff Engagement Briefing

Fostering and Adoption Service Staff Engagement Briefing 26th April 2018 Serving the people of Cumbria

Agenda Council Position and Review Objectives Scope Current Structure Service Delivery Proposal Proposed Structure Level of Impact Key Changes Timeline and Stages of the Process Employee Support and Advice Next Steps & Key Dates Serving the people of Cumbria

Council Position and Review Objectives The Council faces a time of unprecedented change and a need to make significant budget reductions as a result of the Government s austerity programme, which is designed to reduce spending and balance the national debt. Since 2011, the Council has been setting and working towards agreed savings targets. For the period 2017 to 2020, further savings of 51.5m are required with a gap of a minimum of 38m still to address. This is a redundancy consultation as some posts are being deleted from the structure and being replaced by new posts. Serving the people of Cumbria

Why do we need to reshape? We are obliged to move to a Regional Adoption Agency and aim to by 2019 We need to address the volume, unique nature, duplication and quality of work and support for Connected Persons Carers We need to Improve the sufficiency and timeliness of children s placement with their permanent and well supported carers To continue to improve service delivery for children despite budget cuts and resource limitations We have posts in place which do not have a budget attached and these need to be secured within the establishment Serving the people of Cumbria

What do we aim to achieve Readiness and work to implement move to Regional Adoption Agency in such a way to ensure Cumbrian children remain well supported into permanence Greater sufficiency of in house placements. Well recruited and well supported to provide good care for children Children placed in their permanent homes more quickly to prevent unnecessary drift and placement moves Stronger management oversight to ensure continuous improvement Reduce identified waste work - especially in dual assessment of Connected persons More efficient use of reducing resources. Align Fostering teams more closely with Children s District teams for joint working and service improvement. Serving the people of Cumbria

Review Scope The posts in scope of this phase of the proposed service review are: Post Title Actual Salary No. Posts Grade FTE 1 18 1 Service Manager 53343-55772 6 16 6 Team Manager 41025-41967 4.31 15 4.31 Advanced Practitioner 37306-38237 25 13 19.8 Social Worker-Level 3 33437-34538 12 11 11.2 Social Worker-Level 2 29323-30153 1 (0.5 in budget) 9 1 25951-26822 Social Worker Level 1 7 8 5.19 Adoption and Fostering Support Worker 23398-24174 11 44 4 29323-30153 Homestays Advisor 13 3 3 33437-34538 Emotional Health and Wellbeing Practitioner-CLA 3 (1 in budget) 13 3 33437-34538 Enhanced Social Worker Family Finder Serving the people of Cumbria

Current Structure Serving the people of Cumbria

Service Delivery Proposal The proposed new structure for consultation will consist of: Actual Salary No. Posts Post Title Grade FTE 2 18 2 Service Manager 53343-55772 7 16 7 Team Manager 41025-41967 3 15 3 Advanced Practitioner 37306-38237 13 18.55 Social Worker-Level 3 33437-34538 11 11.13 Social Worker-Level 2 29323-30153 6 8 4.2 Adoption and Fostering Support Worker 23398-24174 4 11 4 Homestays and Staying Put Practitioner 29323-30153 3 13 3 Emotional Health and Wellbeing Practitioner-CLA 33437-34538 3 13 3 Social Worker -Level 3- Family Finder 33437-34538 Serving the people of Cumbria

Proposed Structure Serving the people of Cumbria

Key Changes If agreed after consultation, the new structure will consist of 1 additional Service Manager to enable strategic lead of the service area 1 additional Team Manager for a Connected Persons Team A change in the remit and move to 3 district based fostering teams covering recruitment, assessment, supervision and support A reduction of 1.31. Advanced Practitioners (0.31 currently vacant post) Social Work posts not previously in the establishment budget would be secured. A net reduction of 0.12 FTE from 56 x FTE posts to 55.88 FTE Structure cost increase of 4930 Serving the people of Cumbria

Timeline and Stages of the Process Serving the people of Cumbria

Assimilation and Vacancy Preference Process 15th June 13th July Engagement Period (4 weeks) 26th April 24th May Review and Decision (up to 2 weeks) 25th May- 14th June Assimilation and Vacancy Preference Process 15th June 13th July Engagement Period (4 weeks) Review and Decision (up to 2 weeks) Implementation July-September 2018 July-September Implementation 26th April 24th May 25th May- 14th June 2018 Jul Jan Feb Mar Apr May Jun Aug Sep Oct Nov Dec Final Outcomes 16th July VR Window (up to 3 weeks) 26th April 24th May VR Approval Final Outcomes VR Window (up to 3 weeks) w/c 28th May 16th July 26th April 24th May Serving the people of Cumbria

What engagement means for you? 4 week engagement period 26th April 2018 -24th May 2018 Staff Meetings: First 26th April, 10-12 , Seminar room, North Lakes Hotel, Penrith. Mid-point 9th May , 10-12 , Council Chamber, County Hall Kendal Final 14th Jun, 10-12 CLEP Penrith (release of final structure) Opportunity of 1:1s with management on request request a 1:1 with Liz Curtis and Ruth McHugh on 17th or 21st May via carole.lomas@cumbria.gov.uk group meetings can be arranged What support is available? Serving the people of Cumbria

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

Voluntary Redundancy There is a commitment to reduce staff by voluntary means wherever possible. VR applications are invited from 26th April applications are important as they could influence the review & decision phase. The full VR process and FAQs can be found on the Employee Information Website Apply by raising a Service Centre Portal ticket http://servicecentre.ccc/ Final approval by Corporate Director Resources & Transformation You can contact Your Pension Service regarding any queries relating to your pension Serving the people of Cumbria

Review and Decision We will aim to notify all in scope employees of the outcome within 3 weeks of the engagement process ending. This will be accompanied by an outline timetable for the process. Should there be a need to extend the 3 week decision period as a result of significant issues raised, then all staff will be notified as early as possible, with an explanation for why an extension is required. 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

Final Outcomes Personalised outcome letters issued from 9 July 2018 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 Over the next 4 weeks we will gather feedback. The Statement of Change, Presentation, Structures, Post Specifications and FAQ s are all available on the Employee Information Website. We will regularly update the FAQ s. The engagement window is your opportunity to put forward your opinions and suggestions for the new service/team. All feedback will be considered. Serving the people of Cumbria

Discussion & Questions? Serving the people of Cumbria

Key dates & Contact Information Engagement period ends 24th May 2018 Mid-point Meeting 9th May 2018 Final Meeting 14th June 2018 People Management Ruth Reay 01228 221231 Your Pension Service 0300 323 0260 Askpensions@localpensionspartnership.org.uk Trade Union Representatives GMB Peter Tuer Unison Billy Woods Serving the people of Cumbria