22 nd april 2015 heather ford and fiona mackenzie integration change managers strengthening the...
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22nd April 2015
Heather Ford and Fiona MacKenzie
Integration Change Managers
Strengthening the LinksStaff Engagement -The Fife Story
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• Population 365,000• Staff 6,000 (NHS and Council)• NHS and Council boundaries are the same• Managed in three large “Divisions” – East
West and Fife-Wide Services• 7 Localities in line with community planning
areas
Fife
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Progress towards Full Integration
• Shadow Joint Board has been in place since June 2013
• The (permanent) Chief Officer appointed September 2014
• Senior Managers structure agreed, and first round recruitment completed
• The Integration Scheme has been submitted.
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Our approach to staff engagement
• Workforce and OD groups• Communications work stream• Media support• Good collaborative working within and across
the work streams • Built on existing relationships and groups to
develop a coherent plan – flexibility required!
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Formal Consultations
Two formal consultations have been carried out: 1.Localities – August ( planning)2.Integration Scheme – December
Work on the Strategic Plan is progressing and will be formally consulted Summer 2015
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Confusion….
The difference between consultation and Engagement:•Badged the Staff engagement events as “Together We Can”•Provided a simple timeline for staff•Reinforced programme to managers
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Staff engagement eventsIn May 2014 - 5 events were held (450 staff NHS and Council). Main aim was to provide information. We asked- where is integration already working , and what support do you need?
In November 2014 - 5 events (450 staff all sectors). Asked what makes good integrated working?
In February/ March 2015 – 8 events ( 350 staff with 1 specifically for managers, across all sectors + public). Asked -how will Integration work in your locality?
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Staff engagement events
• In January 2015 we held a Leaders Visioning event • In February 2015 we held an event to focus on
Primary Care to engage GP Leaders
• In January 2015 we also held “The Way Forward event” to develop new model of public participation
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Communication Materials
• FAQs• Timeline• Newsletters• Reports to Shadow Board – Workforce• Press releases• Consultation document
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Communication Materials
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The stats…• 1,500 employees have been involved in face to face
engagement events • Generating over 3,000 responses and ideas• Over 84 media releases issued • 102,000 people reached via facebook• Formal consultations have reached an additional 800
people of whom many were staff – 480 responses in face to face meetings, and 318 received online.
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Staff Engagement Theory
Refs: MP Gagnon,2012 and Kings Fund 2014( six building blocks)
Adopt supportive and inclusive Leadership Styles
Build Collective and distributed leadership
Staff engagement firmly on Board agenda
Establish a culture based on integrity and trust
Give staff tools to lead service transformation
Develop a compelling shared strategic direction
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Leadership
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Ownership
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Organisational Development
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Workforce Development
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Motivation
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Awareness
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Outcome of the events - Actions
• Work towards multi-agency locality teams with core and extended team members
• Ensure GP’s are included in core membership• Care co-ordination to be adopted for complex cases• Processes to be developed to minimise delay and
bureaucracy • Improved information systems to support integration
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Learning …
• Need good OD, media and communications support. • You need to really believe in Integration – be
authentic and collaborative in approach.• Collaborative working at times of change is difficult –
stick with it, making use of tools e.g. dialogue• The need to keep managers with you… may see this
as your job and become distant from the views being expressed.
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Discussion at Tables
• Using the pictures, identify current challenges in your area.
• Identify how these can be addressed.