Management - Matching (3)
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Transcript of 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