Cumbria Care Modernisation - PowerPoint Presentation

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Cumbria Care

ModernisationCarlisleMid-Point Staff Engagement Briefing 14th February 2019

Agenda Recap on

ObjectivesEngagement so farFeedback received to dateTimeline and Stages of the ProcessNext StepsQuestions and Answers

Thank youRecognise this is a significant and sensitive changeMeaningful engagement and feedback critical to shaping a service fit for the future

Excellent engagement from staff so farSupport from Trade Union colleagues greatly appreciated

Recap on ObjectivesFollowing this consultation, the outcome may result in redundancies therefore it should be noted that this is a formal redundancy consultation.

The aims of the review are to:Finalise the modernisation of Cumbria Care’s Residential Care Homes – CarlisleEnsure that the Council are making the necessary changes to keep pace with the Care Quality Commission (CQC) inspection standards.Deliver the best possible experience for residents; maintaining independence, receiving person centered care and providing social contact and activity Introduce new staffing structures that will ensure that we continue to deliver high quality care to the residents in the home.Introduce a new staffing structure that will provide staff with the support they require to carry out their roles to the best of their ability.

Engagement so far1:1’s are being taken up by individuals

Constructive FAQs have been receivedTrade Union commitment and attendance has been welcomedThe engagement window is your opportunity to put forward your opinions and suggestions for the new service/team.

Themes – Pay Protection

QuestionResponse

If I choose a rota on reduced hours, will I be pay protected?

Where possible allocation will be to the same or similar hours to current contracts to minimise reduction. If there is a reduction in hours then pay protection will apply.

If you refuse allocation to a rota on the same or similar hours to your current contract and choose a rota on reduced hours then pay protection will not apply.

If my hours are reduced and I receive pay protection, how will overtime be paid?

If you previously worked 25

hours but your new contract is for 20 you will receive pay protection for the 5 hours for 12 months. If you work more than 5 hours overtime you will only receive payment for the additional hours worked you will not receive a payment for the 5 hours pay protection.

e.g. If you work 10 hours overtime during one week you will be paid for 30 hours that week.

Themes - Medication

QuestionResponseIs there a medication policy?    Yes it is currently being updated and will be shared as soon as it has been completed.

How can support workers focus on medication whilst carrying

out

other care provision duties?

Administering medication as well as all other care duties are part of the person centred approach.

Where will medication be kept, in rooms or on a trolley?

Potentially both, the principles

for

this will be clarified in the updated medication policy.

Why has the grade of the SW role not increased with

this additional responsibility?

The new

SW role profile has been through the Council’s evaluation process and the grade has not changed.

Themes - Rotas

Questions ResponseDo the shifts start at the same time? How will a unit cope if multiple members of staff finish early?Proposed rotas have all

shifts starting at the same time for effective handovers. With 3 SW on shift one per unit will finishing early

and

2 will stay until the next shift starts.

Can the night rotas have fewer

shifts in a row, more than 4 nights is very challenging?

This feedback will

be considered in reaching the final decision.

Why are the Supervisor

rotas not a mix of day and

night shifts?

The proposed

rotas for consultation have Supervisors working days or nights only. Feedback will be considered in reaching the final decision.

Themes – Contract Types

QuestionResponseWhat will happen to my relief contract?There will still be a requirement for relief cover therefore relief contracts will remain in place with the exception of relief NSW roles as these roles are being removed.

What

will happen to individuals in permanent bank posts?

All staff currently on permanent bank contracts will be in scope of the consultation process. E.g. if you have a Bank Supervisor contract you will be included in the assimilation and preference process with all staff with permanent Supervisor contracts.

I’ve been acting up

for 12

mths

which role will be used?

Your substantive post

will be used for the assimilation not your acting up post.

I’ve been in a fixed term posts for over 2 years

will I be included in scope?

We are looking at all fixed

term/temporary arrangements as they are all individual in terms of length and reason. This will be confirmed on an individual basis.

Themes - others

Question ResponseDo I need to be interviewed for roles in DMH/Reablement?Any vacancies in DMH/Reablement will be advertised anyone who hasn’t secured a post in the new structure is on the alternative employment register. Recruitment to these posts will follow the normal process so an interview would be required.

Will I be made redundant

if the number of hours I’m offered is a lot less then I currently work?

We will try to allocate hours to

match current hours as closely as possible.

If this is not possible and the

hours you are offered are not a suitable alternative then you may be made redundant if there are no other options.

What duties will the Supervisor do when

working nights?

The Supervisor

role profile is the same on days as it is on nights.

Timeline and Stages of the Process

Timetable

JanFebMarApr

VR Window

(up

to

3 weeks)

25th

January –

15th

February

VR Approval

From

15th

March

Review and Decision

Final

meeting

13

th

and 14

th

March

Final Outcomes

From

Mid April

Engagement Period

25

th

January– 10

th

March

Assimilation and Vacancy Preference Process

From

15th

March

Implementation

6

th

May or earlier

May

What engagement means for you?Engagement period

25th January – 10th MarchStaff Meetings:First – 24th and 23rd JanuaryMid-point – 14th FebruaryFinal – 13th and 14th MarchOpportunity of 1:1s with management on request 31st January, 1st, 8th and 15th FebruaryForms to book date and time available in homesCumbria Care Management, People Management and Trade Union representative Group

meetings can be

arranged

Additional dates will be added if required

Employee Information Website

www.cumbria.gov.uk/employeeinformation/

Voluntary RedundancyThere is a commitment to reduce staff by voluntary means wherever possible.

VR applications are invited until 15/02/2019, applications are important as they could influence the review & decision phase.There has been 26 VR applications received to date.VR process and FAQs included on the Employee Information WebsiteFinal approval by Executive Director – Corporate, Customer and Community

You can contact Your Pension Service regarding any queries relating to your pension

Final OutcomesPersonalised outcome letters issued from Mid April

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 supportMeetings with the Senior Manager & AD to discuss other optionsNotice of redundancy issued

Alternative Employment Support

Alternative Employment Programme

Trial Period?

http://www.cumbria.gov.uk/jobsandcareers/search.asp

Meetings with

Senior Manager /

Assistant Director

Next StepsWe will continue to gather feedback until the 10th

March. The engagement window is your opportunity to put forward your opinions and suggestions for the new service/team.All information gathered through the one to ones and on the preference forms will be considered. The frequently asked question’s will continue to be updated.Final decision meeting scheduled for 13th and 14th March.

Discussion & Questions?

Key dates & Contact informationMid-point Meeting – 14th

February Engagement period ends – 10th MarchFinal Meeting – 13th and 14th MarchPeople ManagementAmy Thompson, Emma Haynes, Takara Hanks– 01228 221231Your Pension Service0300 323 0260Askpensions@localpensionspartnership.org.uk Trade Union RepresentativesGMB – Maddy Wilkinson - 07545573402 or gmbbranchsecretary@gmail.comUnison – Cliff Evans (cliff..evans@unisoncumbria.co.uk) and Thomas Stewart (07921257145)