Great Place to Work – Senior Responsible Officer Cathy Kennedy
Name of work stream: Identifying and Developing Potential FD’s
Name(s) of work stream lead: John Ridler
Project Outline
What is the purpose?
“To exploit the best ways of identifying and then actively mentoring and coaching people to
make the most of their potential to become the leaders of tomorrow”.
We want to be able to create a platform and culture in the NHS that is recognised as being
a great place to work to achieve your maximum potential
What are the Characteristics?
Reaching Hi-Po ambition together
Learning & growing
Strategic Thinker
Clarity Thinker
Stretching potential
Bringing out the best in others
Influence
Emotional Self Awareness
Aspiration
Dealing with unexpected
Drive, Passion and Integrity
Strong Judgement
Trust
Connecting with others
Leadership competency models
Building Relationships
Culture Fitting
Engagement with NHS values
Recover from setbacks
Persuasion
Adaptability
Leaders of change
Emphathetic
New Skills
Workplan Model & timescales
Identifying sources for potential (ACMA colleges, FSD, HFMA, Big 4)
July-Sept 2014
Define criteria to be used for identification/build profile
July-Sept 2014
Talent Review and Organisational Investment Process
Oct 2014
Notification of Hi-Po individuals – public/private?
Dec 2014
Hi-Po Development Scheme – timelines and stages
From 2015
Celebration of Shared Success and reinvestment in new Hi-Po’s
On-going
Potential Expenditure
 Promotion of the Hi-Po scheme initiative – can be done through FFF
networks but may need to be wider i.e. professional colleges
 Funding for organisations to be able to take the steps to promote the Hi-Po
scheme
 Building the reputation of the scheme to be recognised as one that leads to
success in career – any external advertising costs etc.
 Travel/accommodation expenses – to use whole South West region to
develop the scheme and Hi-Po’s
Stakeholder map
NHS
CIPFA
CIMA
ACCA
BPP
GRANT THORNTON
PwC
FSD
KAPLAN
KPMG
UWE
FFF i.e value makers
DOF’s/Deputies
DELOITTE
CLINICAL LEADS
HFMA
WEIGHTMANS
LEADERSHIP ACADEMY
Other External publications
Potential Risks
Availability of talent – obtaining the right quality and quantity
Duplication with current themes or workstreams
Lack of organisational support or focus for Hi-Po scheme
Budget constraints i.e. to pay and train
Lack of definition of DoF skill sets needed for future NHS
Organisational structures and processes could delay progress
May dampen motivation of non-selected Hi-Po’s if made
public
Conflicting demands of NHS transformation may be a factor
on time and resource as High expectation of action will be
present if this was to be a transparent scheme
Hi-Po’s leave NHS following significant investment in them