Best People Management Leadership Development v6

‘Best People’ Management and Leadership Development Programme

Introduction
This programme has been created to support the development of managers and leaders working in all professions at Portsmouth Hospitals NHS Trust (PHT).
It provides a mechanism for self-directed learning through a combination of; e-learning, classroom based sessions, shadowing, formal certificated national
and local programmes and modules accessed via the internet. The programme is separated into 3 levels which apply to an individual’s career journey and are
integral with formal assessments and talent conversations as part of the annual appraisal and personal development review between individuals and line
managers. These conversations will identify the ‘readiness’ of individuals to be appointed into a management position. It will also support the organisations
succession planning into critical posts.

Personal Development Plan
Your line manager will support and coach you through this development programme and formally discuss progress with you as part of your annual (Appraisal)
Performance Review and regular one to ones. The registration form must be completed by your line manager and you and must receive confirmation from
the Organisational Development Department ([email protected]) before you start.

Each level has a 4 step process:

Step Activity Timeframe
Step 1 A developmental conversation takes place between individual and line manager (considering and referring to March to June
appraisal, career aspiration, succession planning and/or talent conversation/panel) to identify aspirations and
Step 2 development needs. (Link to the Talent Hub). Identify the appropriate level to enter. June/July/August
Step 3 Individual and Manager complete and submit the registration form (link to registration form)
The Organisational Development Team review and confirm applications outcome to individual and manager. On completion of the
Step 4 Individual organises a coach/mentor/buddy and undertakes their agreed programme on a self-managed basis. programme
(Follow this link for formal coach/mentor options or identify an appropriate colleague/buddy – this could be
someone who has completed a similar programme or to whom the individual aspires)
On completion of the programme level the individual and manager meet to discuss learning and its application and
impact and sign off competencies. Discuss and plan the next steps (link to talent hub)

Level 1 For individuals who are looking to move into or who are already in their first leadership role ……………………….. Page 2
Level 2 An individual who is already a leader with experience of leading individuals and/or teams ……………………………… Page 9
Level 3 A senior or experienced leader responsible for large functions or departments ………………………………………………… Page 17

V6 Page 1

LEVEL 1 For individuals who are looking to move into their first leadership role, to turn individual success into consistent team success, to develop

Development their leadership skills that reflect Portsmouth’s’ values, enhance their resourceful nature and convert practical experience into excellent
Programme
Leadership Self- leadership.
Assessment Tool
Description How to access Time Learning Outcome Evidence of
To access this tool you must
first register with the Commitment Completion
academy gateway, follow
the link in the ‘How to To help you manage your own Link to the Healthcare At your own Provides valuable insight into your Include self-
access’ box for instructions learning and development by leadership behaviour, which will assessment in
allowing you to reflect on Leadership Model pace inform the priority development appraisal and
which areas of the leadership areas for you to focus on and discuss personal
framework you would like to and self-assessment with you line manager whilst utilising development plan

develop further your strengths to reach your goals

Edward Jenner This is a mandatory online Access via Thames A flexible Designed by clinicians working on the ESR/E-Learning
learning programme designed Valley & Wessex resource: learn frontline of care, it is highly practical record of
This is a mandatory to give you confidence and Leadership Academy in your own and patient-focused – making it a completion and
requirement competence in your role. Link to Edward Jenner time at your valuable resource for all staff who practice based
Aimed at staff in all roles own pace want to build a more compassionate reflective tools
(Appraisal) within healthcare especially Book via ESR NHS. Designed to help you use your discussed and
Performance Review aspiring leaders. 2 hour own experiences as part of your considered with
Book via ESR workshop learning process, self-assessment in line manager. At
Attendance A concise workshop to develop key leadership areas and continuing the end of each
Management and your understanding of the 2.5 hour professional development. module print
Occupational Health theory and skills behind the workshop You will understand the seven completion
(Appraisal) Performance principles of performance review and certificate
V6 Review Policy feel confident to undertake a Recorded onto
A concise workshop to develop meaningful (appraisal) performance your learning
your understanding of the review with your team record within ESR
theory and skills of managing You will understand Managers (which can be
responsibilities in relation to : printed)

 Reporting non-attendance Recorded onto
your learning
record within ESR
(which can be

Page 2

Referrals staff on short term or long and unauthorised absence printed)
term sick (4 weeks or more),  The Absence Reporting and
return to work meetings and Recorded onto
Occupational Health referrals Return to Work Meeting form your learning
Section A and B record within ESR
Managing Poor A concise workshop to develop Book via ESR 1 hour  Sickness absence and Fitness (which can be
Performance your understanding of the workshop for Work Certificates and printed)
theory and skills of managing recording absence
staff under the Trusts 1 hour  Trust triggers and breaches Recorded onto
Capability Policy workshop  Occupational Health Referrals your learning
 Annual Leave record within ESR
Recruitment Master This concise 1 hour workshop Book via ESR  Return to work (which can be
Class will prepare you for the full  Redeployment/ Ill Health printed)
recruitment process using the Retirement
8 step system; writing your  NHS Injury Benefits
advert, attracting applicants, You will understand responsibilities
managers responsibilities, in relation to :
shortlisting etc.  The skills needed to manage
poor performance within your
team
 Ensuring consistency
throughout formal HR
processes
 Ensuring fair and effective
management of staff to
maintain high quality patient
care

 Knowledge of tools, techniques
and resources helping you to
attract and recruit the right
candidates with the right values
to your department.

V6 Page 3

Values Based You have selected your Book via ESR 1 hour  Understand the stages of Recorded onto
Recruitment candidates to interview, this 1 workshop carrying out interviews and your learning
Interviewing Skills and hour workshop will now guide shows them how to conduct an record within ESR
Techniques you through the skills required 2 hour effective interview so that they (which can be
to undertake a values based workshop are able to attract the best printed)
interview. candidates and choose the best
person for the job.

Engaging for Success A workshop to explore how Book via ESR  Define staff engagement and be Recorded onto
engaged staff deliver high able to describe what it looks your learning
levels of performance at work and feels like record within ESR
for the benefit of themselves (which can be
and patients and how line  Understand the business and printed)
leaders can create an clinical importance of engaging
environment that encourages staff Recorded onto
this. your learning
 Know how staff engagement is record within ESR
Time Management, Valuable for anyone who Book Via ESR 1 day measured in the NHS and in our (which can be
Organisation and wants to enhance their time (2016/17 dates may Trust printed)
Planning management and not be available yet)
organisational skills.  Understand how to create an Evidence of
environment that improves staff reflective practice
Shadow Days – First An opportunity to shadow an This will need to be 1-5 days engagement signed by manager
Line Managers/cross experienced manager and get organised by yourself shadowed
specialty/CSC a better understanding of the with the support of  Understand and have taken part
role your line manager or in a staff led change
V6 Clinical Service Centre methodology event (Listening
into Action)

To help to prioritise workloads and
gain more control of time. Show
delegates how knowing how your time
is spent, identifying personal time
thieves and planning and organising
workload will help to gain greater
control of the valuable resource, time.
This will widen your depth and breadth
of knowledge and understanding of a
management role ‘in action’ including
managing and developing people. It will
provide for an opportunity to
question/challenge practice and process

Page 4

Communications skills focus on developing (CSC) management 1 day You will identify the need for Recorded onto
and Assertiveness communication and assertiveness team assertiveness, explain the differences your learning
skills d therefore increasing the Book via ESR 1 hour per between aggressive, non-assertive and record within ESR
Attends team brief chance of success in any human (2016/17 dates may session assertive behaviour, practice the key (which can be
transaction and will benefit not be available yet) skills for assertiveness and develop a printed)
Access to a number of anyone who needs to Varies personal action plans to build on their
management communicate in the work place Link to - Team Brief depending on current approach Feedback team
developments some of Monthly opportunity to get dates and venues development You will gain an understanding and brief to colleagues
which are NVQ based together with staff and senior 1.5 hour appreciation of the wider at team meetings
Action Learning sets leaders across the organisation to Link to Administrative sessions organisational issues and how your
discuss key targets in relation to and Clerical and role contributes. Also build on Certificate of
Staff Engagement quality, performance, finance and Customer Service At your own networks from across the completion
workforce. Also allows for NVQs pace organisation and within multi-
networking and sharing good You will be contacted professional staff groups Personal record
news stories and best practice directly to attend a
learning set with This will vary, please see individual
Various development which colleagues progressing development specification using the
includes customer services, through level 1 link (not available to staff with
business administration and degree or higher)
time management Link to the LiA Staff You will learn together by tackling real
Action learning is done in Led Change toolkit issues and reflecting on your actions.
conjunction with others, in small Learning will be acquired through actual
groups called action learning sets. actions and practice rather than through
It enables each person to reflect traditional instruction
on and review the action they
have taken and the learning Able to demonstrate the ability to Share feedback and
points arising. This should then engage effectively and involve staff in outcomes from
guide future action and improve all changes that affect them with conversation held
performance positive outcomes with line manager

Access the ‘Staff led change’
toolkit also known as Listening
into Action)
Hold or actively participate in an
effective staff engagement
conversation

V6 Page 5

Level 1 completion

A. Developmental discussion with line manager, either a separate meeting or part of appraisal and personal development plan

Line Manager sign off as Evidence statement:

competent to level 1:

Demonstrates alignment to
Portsmouth Hospitals core values
and leadership behaviours

Values

■ Respect and dignity
■ Working together
■ Quality of care
■ Efficiency

Leadership Behaviours
■ Strategic approach
■ Relationship building
■ Personal credibility
■ Passion to succeed

■ Harness performance

through teams

V6 Page 6

B. Succession planning (see Talent Hub)

Assessment of readiness Description/competency Individual and manager comments

The individuals is ready to Ready now

move into their first leadership

role, to turn individual success Ready in 1 year
into consistent team success,

to develop their leadership Ready in 2 to 3 years
skills that reflect Portsmouth’s’

values, enhance their
resourceful nature and convert Part of a contingency plan to fill a leadership
post in an emergency
practical experience into

excellent leadership. Any other considerations for Succession

Planning/Talent management

C. Next steps

Individual and manager commitments

Greater responsibility

Further coaching

Further mentoring

Secondment (see the Talent Hub)

Move to the next Best People Programme level

Project work

Apply for internal post

Repeat or undertake further development at this

level

Undertake external training/development

Other

D. Agreement

Individual’s Name Signature Date
Date
Managers Name Signature
Page 7
Please email a completed copy of this form to [email protected] and place a copy in the individual’s personal file

V6

LEVEL 2 An individual who is already a leader with experience of leading individuals and/teams, ready to move up to leading larger

Development Programme functions/departments, more complex projects with a wider reach and/or leading people who themselves lead themes. To develop
Leadership Self-Assessment
Tool leadership skills that shake things up, challenge the status quo and find a better way of doing things.

National Leadership Description How to access Time Learning Outcome Evidence of
Academy – Mary Seacole
(Leading Care I) Commitment Completion
This is optional and a PHT
part funded programme and To help you manage your Link to - Leadership At your own Provides valuable insight into your Include self-
approval must be received own learning and Self-Assessment Tool pace leadership behaviour, which will assessment in
from Lucy Wiltshire before development by allowing inform the priority development appraisal and
proceeding to an application. you to reflect on which Please use current areas for you to focus on and discuss personal
Leads to NHS Leadership areas of the leadership self assessment link with you line manager whilst utilising development plan
Academy Award in
Healthcare Leadership framework you would your strengths to reach your goals

Leadership Qualities and like to develop further
Behaviours
Transform your natural Link to - Mary Seacole 6 month  You will be able to look at how it Successful
empathy and resilience into (Leading Care I) programme
an inspiring, practical and feels for you to be a leader in completion award
resourceful leadership style 5 hours study healthcare, and the challenges from the National
to make you a prime a week that you face. Leadership
candidate for your first  Review the patient experience, Academy

and how this can be improved

recognised leadership role. Total 100 and evaluated
hours online  Lead teams and improve
Boost the skills needed to learning
be a great leader, inspiring performance
others, making informed 3 x 1 day  Identify how your leadership of
decisions and focusing even workshops
more on the patients, processes and systems can
service users, carers and improve outcomes, safety and
families you support, while the experience of care
learning how to make the  Understand, judge and navigate
NHS values even more the organisation and its politics
central to your daily role
 Engage with the human aspects
of delivering compassionate care

and working environment.

Access and consider the Leadership Qualities At your own To gain an understanding of Through annual
‘leadership behaviours’ and Behaviours pace expectations of leaders working at performance
and demonstrate Framework (PHT) PHT and be able to demonstrate review and
evidence against the application of them and they positive appraisal

positive indicators impact on staff

V6 Page 8

Frontline nursing and Because you care – the Frontline nursing and Online, 1/2 The programme will help you reflect Certificate of
midwifery programme NHS Leadership Academy midwifery day induction, on your strengths, your role and your completion
(Frontline 2) is looking to support programme 2 x workshops ability to do what you came in to the
NOTE: for Nursing and frontline nurses and over 6 months profession to do – make a difference
Midwifery staff only midwives and help you Must be nominated to people’s lives.
do the job that you love, following a talent 2 hour
(Appraisal) Performance even better and have a management workshop You will understand the seven Recorded onto
Review greater influence on the discussion (Appraisal) principles of performance review and your learning
way care is delivered. with line manager 2.5 hour feel confident to undertake a record within ESR
If you have already completed this Book via ESR workshop meaningful (appraisal) performance (which can be
in a previous level you must A concise workshop to review with your team printed)
provide evidence of completion develop your Book via ESR
understanding of the You will understand Managers Recorded onto
Attendance Management theory and skills behind responsibilities in relation to : your learning
and Occupational Health the (Appraisal) record within ESR
Referrals Performance Review  Reporting non-attendance (which can be
Policy and unauthorised absence printed)
V6 A concise workshop to
develop your  The Absence Reporting and
understanding of the Return to Work Meeting form
theory and skills of Section A and B
managing staff on short
term or long term sick (4  Sickness absence and Fitness
weeks or more), return for Work Certificates and
to work meetings and recording absence
Occupational Health
referrals  Trust triggers and breaches
 Occupational Health Referrals

 Annual Leave
 Return to work
 Redeployment/ Ill Health

Retirement
 NHS Injury Benefits


Page 9

Managing Poor Performance A concise workshop to Book via ESR 1 hour You will understand Managers Recorded onto
develop your workshop responsibilities in relation to : your learning
If you have already completed this understanding of the record within ESR
in a previous level you must theory and skills of 1 hour  The skills needed in order to (which can be
provide evidence of completion managing staff under the workshop manage poor performance printed)
Trusts Capability Policy within your team
1 hour Recorded onto
Recruitment Master Class This 1 hour workshop will Book via ESR workshop  Ensuring consistency throughout your learning
prepare you for the full formal HR processes record within ESR
If you have already completed this recruitment process 2 hour (which can be
in a previous level you must using the 8 step system; workshop  Ensuring fair and effective printed)
provide evidence of completion management of staff to maintain
high quality patient care Recorded onto
Values Based Recruitment You have selected your Book via ESR your learning
Interviewing Skills and candidates to interview,  Knowledge of tools, record within ESR
Techniques this 1 hour workshop will techniques and resources (which can be
now guide you through helping you to attract and printed)
If you have already completed this the skills required to recruit the right candidates
in a previous level you must undertake a values based with the right values to your
provide evidence of completion interview. department.

 Understand the stages of
carrying out interviews and
shows them how to conduct
an effective interview so that
they are able to attract the
best candidates and choose
the best person for the job.

Engaging for Success A workshop to explore Book via ESR  How is staff engagement Recorded onto
how engaged staff
deliver high levels of defined and what does it look your learning
performance at work for record within ESR
the benefit of themselves like? Why engage staff? (which can be
and patients and how
line leaders can create an  How can staff engagement be printed)
environment that
encourages this. measured in the NHS?

 Staff led change methodology

(Listening into Action)

 How can you improve staff

engagement?

V6 Page 10

Time Management, Valuable for anyone who Book Via ESR 1 day It will help participants to prioritise Recorded onto
Organisation and Planning wants to enhance their (2016/17 dates may workloads and gain more control of your learning
time management and not be available yet) time. It will show delegates how record within ESR
organisational skills. knowing how your time is spent, (which can be
identifying personal time thieves and printed)
Budget Management The aim of this bite size Book via ESR 1 hour planning and organising workload
course is to equip will help to gain greater control of Recorded onto
managers with the skills the valuable resource, time. your learning
they need to effectively record within ESR
manage a budget. At the end of this session you will (which can be
printed)
have a thorough understanding of;
• Budgets & Financial Codes
• Your Budget Statement
• Cost Improvement Schemes

Procurement and the Supply To provide an Book via ESR 1 hour to 1.5 • PHT Standing Financial Recorded onto
Chain understanding of the hours
procurement process and Instructions – how are these your learning
the services offered by record within ESR
South of England • used? (which can be
Procurement Services. Procurement & Order Process printed)

• Tender Process

• Supply Chain management

• Savings Targets

• Risk – mitigating

• Procurement Champions

Leading a High Performing Work with other Book via ESR 2.5 hours This session aims to equip you to Recorded onto
Team managers to explore Some pre and enhance team working within your your learning
practical ways of post course department and beyond with a focus record within ESR
V6 addressing your priorities work on how it impacts on the patient and (which can be
and follow up back at staff experience printed)
work with your team and
with the active support
of your manager

Page 11

(Managing) Difficult Develop skills to Book via ESR 1.5 hours This short, interactive workshop will Recorded onto
Conversations effectively handle explore the practical steps we can your learning
conversations that are 2 days plus take to control our emotions and record within ESR
Wessex Mentoring awkward, difficult or preparation handle difficult discussions in (which can be
Development Programme challenging. Particularly constructive and purposeful ways printed)
helpful to managers
undertaking (Appraisal)
Performance review

Develop skills that can be Link to - Wessex This programme will help you Certificate of
used in everyday working Mentoring for develop skills than can be used to completion
life – for those who wish Leadership mentor individuals – mentoring is a
to be a mentor or learning relationship which helps Evidence of
develop mentoring skills people take charge of their own reflective practice
development, to release their signed by manager/
Shadow Days to include: An opportunity to This will need to be 1-5 days potential and achieve results which clinician shadowed
 Senior Operational shadow an experienced organised by yourself they value
Managers/Business manager/clinician and with the support of This will widen your depth and
Manager get a better your line manager or breadth of knowledge and
 Cross CSC/specialty understanding of their Clinical Service Centre understanding of a management role
 Clinical Shadowing role and the services they (CSC) management ‘in action’ including managing and
impact upon team developing people. It will provide for
Communications skills and an opportunity to question/challenge
Assertiveness practice and process

V6 Focus on developing Book via ESR 1 day You will identify the need for Recorded onto
communication and (2016/17 dates may assertiveness, explain the differences your learning
assertiveness skills not be available yet) between aggressive, non-assertive record within ESR
therefore increasing the and assertive behaviour, practice the (which can be
chance of success in any key skills for assertiveness and printed)
human transaction and develop a personal action plans to
will benefit anyone who build on their current approach
needs to communicate in
the work place

Page 12

Action Learning sets Action learning is done in You will be contacted 1.5 hour You will learn together by tackling Personal record
conjunction with others, directly to attend a sessions real issues and reflecting on your
Staff Engagement in small groups called learning set with actions. Learning will be acquired
Myers Briggs action learning sets. It colleagues through actual actions and practice
enables each person to progressing through rather than through traditional
reflect on and review the level 2 instruction
action they have taken and
the learning points arising. Link to Staff Led At your own Able to demonstrate the ability to Share feedback and
This should then guide Change toolkit pace engage effectively and involve staff in outcomes from
future action and improve all changes that affect them with conversation held
performance Contact positive outcomes with line manager
clare.rutter@porthos
Access the ‘Staff led p.nhs.uk to register A This will allow you to discover your A report describing
change’ toolkit (known as an interest questionnaire personality type and leadership style. your personality
Listening into Action). Hold or to be The model of personality tells you about type
be a part of an effective completed – some of those similarities and
staff engagement feedback will differences. By raising awareness of
conversation be provided by yourself and others, it can improve your
The Myers-Briggs Type a skilled MBTI relationships. It can also help you make
Indicator (MBTI) practitioner better decisions about your future, your
assessment is a career, and your development
psychometric questionnaire
designed to measure
psychological preferences
in how people perceive the
world and make decisions

V6 Page 13

Level 2 completion

A. Developmental discussion with line manager, either a separate meeting or part of appraisal and personal development plan

Line Manager sign off as Evidence statement:

competent to level 2:

Demonstrates alignment to
Portsmouth Hospitals core values
and leadership behaviours

Values

■ Respect and dignity
■ Working together
■ Quality of care
■ Efficiency

Leadership Behaviours
■ Strategic approach
■ Relationship building
■ Personal credibility
■ Passion to succeed

■ Harness performance

through teams

V6 Page 14

B. Succession planning (see Talent Hub)

Assessment of readiness Description/competency Individual and manager comments

The individual is ready to move Ready now

up to leading larger

functions/departments, more Ready in 1 year
complex projects with a wider

reach and/or leading people Ready in 2 to 3 years
who themselves lead themes.

Has developed leadership skills
that shake things up, challenge Part of a contingency plan to fill a leadership
post in an emergency
the status quo and find a

better way of doing things. Any other considerations for Succession

Planning/Talent management

C. Next steps

Individual and manager commitments

Greater responsibility

Further coaching

Further mentoring

Secondment (seethe Talent Hub)

Move to the next Best People Programme level

Project work

Apply for internal post

Repeat or undertake further development at this

level

Undertake external training/development

Other

D. Agreement

Individual’s Name Signature Date
Date
Managers Name Signature
Page 15
Please email a completed copy of this form to [email protected] and place a copy in the individual’s personal file

V6

LEVEL 3 A senior or experienced leader responsible for large functions or departments; interested in developing leadership skills that help

Development Programme influence beyond their immediate sphere and across traditional boundaries. An individual ready to make a fundamental difference to
Leadership Self-Assessment
Tool (re-assessment) the quality of care not just in their immediate area but across the organisation and wider health economy.

PHT Induction for Leaders Description How to access Time Learning Outcome Evidence of

Commitment Completion

To help you manage your Leadership Self- At your own Provides valuable insight into your Include self-
own learning and Assessment Tool pace leadership behaviour, which will assessment in
development by allowing inform the priority development appraisal and
you to reflect on which Same again please areas for you to focus on and discuss personal
areas of the leadership with you line manager whilst utilising development plan

framework you would your strengths to reach your goals

like to develop further

Provide key information You will receive a 4 hours Run on a quarterly basis, there will Recorded onto
at both national and local meeting request, also be an invite to senior leaders to your learning
level regarding quality contact network with these newly appointed record within ESR
and governance, clare.rutter@porthos staff over lunch to build relationships (which can be
performance, business p.nhs.uk for and identify key contacts which is an printed)

development and information essential component of a leader’s

leadership behaviours, role

including staff

engagement.

Frontline nursing and Because you care – the Frontline nursing and Online, 1/2 The programme will help you reflect Certificate of
midwifery programme NHS Leadership Academy midwifery day induction, on your strengths, your role and your completion
is looking to support programme 2 x workshops ability to do what you came in to the
NOTE: for Nursing and Midwifery frontline nurses and over 6 months profession to do – make a difference
staff only midwives and help you Must be nominated to people’s lives.
do the job that you love, following a talent
even better and have a management
greater influence on the discussion (Appraisal)
way care is delivered. with line manager

V6 Page 16

National Leadership The programme Link to - Elizabeth 24 months to This intensive programme will give Certificate of
Academy – Elizabeth Garrett structure is based around Garrett Anderson complete you the skills to drive and sustain real completion
Anderson (Leading Care II) a number of set themes (Leading Care II) change – building a culture of
which support the Up to 15 hours patient-focused care at a wider
This is optional and a PHT part development of self, a week study departmental or functional level
funded programme, approval must teams, and and 3
be received from Lucy Wiltshire organisations: residentials Designed to give you high-level
before proceeding to an people management skills and world-
application class business acumen to prepare
you for the demands of senior
Fully accredited leading to a leadership in today’s NHS.
Masters in Healthcare Leadership
and an NHS Leadership Academy
award in Senior Healthcare
Leadership

(Completion of the Mary Seacole – This programme is open Link to - The Ready 12 months to Ready Now is the innovative and Certificate of
Leading Care I programme may to aspiring senior BME Now programme complete inspirational positive action completion
entitle you to attend a shortened leaders, currently programme from the NHS Leadership
version of this programme) working at band 8a or Link to – Senior Includes 3 day Academy. The year-long programme Certificate of
above. Operational Leaders residential will take senior leaders from a BME completion
National Leadership Programme background on a transformational
Academy - Ready Now This programme is open Applications via 4 day learning journey, helping them to
programme to nursing and midwifery Maggie.Woods@tvwl residential plus realise their potential and to take
staff operating at AfC eadershipacademy.nh 1 day. that next step up to a more senior
Senior Operational Leaders Band 8. For example, Additional role, to the boardroom and beyond.
Programme senior clinicians who learning set
wish to enhance their activities as Upon completion, participants will:
NOTE: for Nursing and Midwifery staff current leadership skills; required. Understand their leadership
only approach and the climate they create
for others. Formulate a personal
V6 development plan that supports
them as a leader and translates to
improvement in the delivery of care.

Page 17

nurse commissioners, or s.uk Have access to a broader network of
for people who are peers and support over time to help
aspiring to a nurse embed their development. Be better
director role equipped as the next generation of
senior nurse leaders to improve
Wessex Influencing with The programme will Link to - Wessex 1 day Master patient care. Certificate of
Integrity focus on practical Influence with Class This master class will enable you to completion
techniques of how to Integrity explore how to keep a cool head in
Wessex Coach to Lead or negotiate with people the planning, delivery and closing of
Coaching Skills Programme you don’t directly Link to - Wessex a negotiation using a style that best
manage and therefore Coach to Lead fits the situation
have little authority to Link to – Wessex
instruct Coaching Skills Both 2 day These skills will enhance your success Certificate of
These are about Programme programmes in working with others to deliver completion
developing coaching run by Wessex quality improvements to your service
skills, they will not and will enable you to:
provide individuals with
the skills or qualifications  Demonstrate personal confidence in
to become a coach. The using coaching skills
programmes
provide a foundation in  Articulate a clear understanding of
learning to apply when a coaching style is
practical coaching skills appropriate
that will adapt and
develop your leadership  Demonstrate attainment of the
style foundation coaching skills

 Have a basic understanding of skills
required to coach teams

 Be able to provide effective
feedback

Wessex Leadership The Leadership Link to - Leadership 2 day The course focuses on the individual, Certificate of
Development Centre or PHT Development Centre is Development Centre residential with delegates gaining a clear, completion
Leading Together the penultimate course programme personal insight into their
in the PP. It is an intense, run by Wessex performance in a variety of common
V6 multi-disciplinary, two- and relevant non-clinical challenges.
day residential course It builds on strengths and addresses

Page 18

supporting personal any areas for further development
development, offering
individual assessment of
leadership and
management skills.

Leading together is Link to - Leading 12 half day The mission for both organisations is Certificate of
jointly run with Southern Together modules the same – to deliver high quality completion
Health and delivered in delivered over patient care. It therefore makes
house by employed Book via ESR 12 months (1 sense to develop our leaders
clinicians. It seeks to Book via ESR per month) together by using patient pathways
develop leaders from that are shared between both
both the hospital and organisations to illustrate how
community trust in the leadership skills can empower front
same classroom. line staff to drive change to improve
Focusing on educating clinical effectiveness, for example,
leaders together in order the discharge pathway or admission
to break down the avoidance.
artificial divides that can
(Appraisal) Performance naturally build up 2 hour You will understand the seven Recorded onto
Review between organisations. workshop principles of performance review and your learning
A concise workshop to feel confident to undertake a record within ESR
If you have already completed this develop your 2.5 hour meaningful (appraisal) performance (which can be
in a previous level you must understanding of the workshop review with your team printed)
provide evidence of completion theory and skills behind
the (Appraisal) You will understand Managers Recorded onto
Attendance Management Performance Review responsibilities in relation to : your learning
and Occupational Health Policy record within ESR
Referrals A concise workshop to  Reporting non-attendance (which can be
develop your and unauthorised absence printed)
understanding of the
theory and skills of  The Absence Reporting and
managing staff on short Return to Work Meeting form
term or long term sick (4

V6 Page 19

weeks or more), return Section A and B
to work meetings and  Sickness absence and Fitness
Occupational Health
referrals for Work Certificates and
recording absence
Managing Poor Performance A concise workshop to Book via ESR 1 hour  Trust triggers and breaches Recorded onto
develop your workshop  Occupational Health Referrals your learning
If you have already completed this understanding of the  Annual Leave record within ESR
in a previous level you must theory and skills of 1 hour  Return to work (which can be
provide evidence of completion managing staff under the workshop  Redeployment/ Ill Health printed)
Trusts Capability Policy Retirement
 NHS Injury Benefits

You will understand Managers
responsibilities in relation to :
 The skills needed in order to
manage poor performance
within your team
 Ensuring consistency throughout
formal HR processes
 Ensuring fair and effective
management of staff to maintain
high quality patient care

Recruitment Master Class This concise 1 hour Book via ESR  Knowledge of tools, techniques Recorded onto
workshop will prepare Book via ESR and resources helping you to your learning
If you have already completed this you for the full attract and recruit the right record within ESR
in a previous level you must recruitment process candidates with the right values (which can be
provide evidence of completion using the 8 step system; to your department. printed)
writing your advert,
Values Based Recruitment attracting applicants, 1 hour  Understand the stages of Recorded onto
managers your learning
responsibilities,
shortlisting etc. Page 20
You have selected your

V6

Interviewing Skills and candidates to interview, workshop carrying out interviews and record within ESR
Techniques this 1 hour workshop will shows them how to conduct an (which can be
now guide you through effective interview so that they printed)
If you have already completed this the skills required to are able to attract the best
in a previous level you must undertake a values based candidates and choose the best
provide evidence of completion interview. person for the job.

Engaging for Success A workshop to explore Book via ESR 2 hour  How is staff engagement Recorded onto
how engaged staff workshop
If you have already completed this deliver high levels of defined and what does it look your learning
in a previous level you must performance at work for 1 hour record within ESR
provide evidence of completion the benefit of themselves like? Why engage staff? (which can be
and patients and how 1 hour to 1.5
line leaders can create an hours  How can staff engagement be printed)
environment that
encourages this. 3 hours measured in the NHS?

 Staff led change methodology

(Listening into Action)

 How can you improve staff

engagement?

Budget Management The aim of this bite size Book via ESR At the end of this session you will Recorded onto
course is to equip your learning
If you have already completed this managers with the skills have a thorough understanding of; record within ESR
in a previous level you must they need to effectively • Budgets & Financial Codes (which can be
provide evidence of completion manage a budget. • Your Budget Statement printed)
• Cost Improvement Schemes

Procurement and the Supply To provide an Book via ESR • PHT Standing Financial Recorded onto
Chain understanding of the
procurement process and Instructions – how are these your learning
If you have already completed this the services offered by record within ESR
in a previous level you must South of England • used? (which can be
provide evidence of completion Procurement Services. Procurement & Order Process printed)

• Tender Process

• Supply Chain management

• Savings Targets

• Risk – mitigating

• Procurement Champions

Chairing a Hearing An interactive workshop Book via ESR • To equip managers with the Recorded onto
V6 to prepare senior your learning
required knowledge to be

Page 21

managers to act as the competent and confident record within ESR
Chairperson at a formal with chairing Employee (which can be
employee hearing Hearings. printed)
(Disciplinary, Capability, • To ensure managers make
Ill Health, appeal) fair, reasonable and Recorded onto
consistent decisions in line your learning
Leading a High Performing Work with other managers Book via ESR 2.5 hours with Trust Policy and record within ESR
Team to explore practical ways of Some pre and employment law. (which can be
addressing your priorities Book via ESR post course • printed)
If you have already completed this and follow up back at work work This session aims to equip you to
in a previous level you must with your team and with This will need to be enhance team working within your Recorded onto
provide evidence of completion the active support of your organised by yourself 1.5 hours department and beyond with a focus your learning
manager with the support of on how it impacts on the patient and record within ESR
(Managing) Difficult Develop skills to effectively your line manager or 1-5 days staff experience (which can be
Conversations handle conversations that Clinical Service Centre printed)
are awkward, difficult or (CSC) management This short, interactive workshop will
If you have already completed this challenging. Particularly team explore the practical steps we can Evidence of
in a previous level you must helpful to managers take to control our emotions and reflective practice
provide evidence of completion undertaking (Appraisal) handle difficult discussions in signed by senior
Performance review constructive and purposeful ways manager/ clinician
Shadow Days – CSC Board shadowed
Members or cross An opportunity to This will widen your depth and
CSC/Executive Team shadow an experienced breadth of knowledge and Reflective practice
senior manager/clinician understanding of a senior
and get a better management role ‘in action’
understanding of their including managing and developing
role and the services they people and services. It will provide
impact upon for an opportunity to
question/challenge practice and
Secondment – at Operational An opportunity to work This will need to be Dependent on process
organised by yourself role This will widen your depth and
manager level internal or and gain practical with the support of opportunity breadth of knowledge, skills and
experience of a management role ‘in
external to PHT experience in another

V6 Page 22

Wessex Master class - area or organisation in your line manager or 1 day action’ including managing, leading
various the role you aspire to Clinical Service Centre programmes and developing people
Action Learning sets progress into (CSC) management
team 1.5 hour Will vary depending on which master Certificate of
Master class PHT Multi-professional, Link to - Wessex session class is attended – see further detail attendance
Staff Engagement interactive one-day Master classes by clinking on the link
Master classes providing
V6 a wealth of information You will be contacted You will learn together by tackling Recorded onto
and advice, which are directly to attend a real issues and reflecting on your your learning
delivered by highly learning set with actions. Learning will be acquired record within ESR
experienced colleagues through actual actions and practice (which can be
professionals progressing through rather than through traditional printed)
Action learning is done in level 3 or email instruction
conjunction with others, Samantha.coley@por
in small groups called thosp.nhs.uk for
action learning sets. It information
enables each person to
reflect on and review the
action they have taken
and the learning points
arising. This should then
guide future action and
improve performance

A master class to focus Advertised via email Short 2-3 hour An effective means of development Recorded onto
on a particular area of to Best People session allowing depth of understanding on a your learning
management and delegates specific skill or area of expertise record within ESR
leadership – this may (which can be
involve external speakers printed)

Access the ‘Staff led Link to Staff Led At your own Able to demonstrate the ability to Share feedback and
change’ toolkit (formally Change toolkit pace engage effectively and involve staff in outcomes from
known as Listening into all changes that affect them with conversation held
Action) positive outcomes with line manager

Page 23

Myers Briggs Hold more than and/or Contact A This will allow you to discover your A report describing
be actively involved in an clare.rutter@porthos questionnaire personality type and leadership style. your personality
360 degree feedback effective staff p.nhs.uk to register to be The model of personality tells you type
(Mandatory for bands 8b and engagement an interest completed – about some of those similarities and
above/Clinical Director and conversation (LiA) feedback will differences. By raising awareness of A report will be
above) The Myers-Briggs Type Contact be provided by yourself and others, it can improve provided
Indicator (MBTI) clare.rutter@porthos a skilled MBTI your relationships. It can also help
assessment is a p.nhs.uk to register practitioner you make better decisions about
psychometric an interest your future, your career, and your
questionnaire designed A development
to measure psychological questionnaire The results from a 360-degree
preferences in how to be evaluation are often used by the
people perceive the completed – person receiving the feedback to plan
world and make feedback will and map specific paths in their
decisions be provided by development. It will help you better
A feedback tool most a skilled understand your leadership
often collated from practitioner capability and development through
subordinates, peers and consideration of direct feedback
supervisors as well as a from your peers
self-evaluation which will
help individuals develop
themselves, their teams
and the organisations

V6 Page 24

Level 3 completion

A. Developmental discussion with line manager, either a separate meeting or part of appraisal and personal development plan

Line Manager sign off as Evidence statement:
competent to level 3:

Demonstrates alignment to
Portsmouth Hospitals core values
and leadership behaviours

Values

■ Respect and dignity
■ Working together
■ Quality of care
■ Efficiency

Leadership Behaviours
■ Strategic approach
■ Relationship building
■ Personal credibility
■ Passion to succeed

■ Harness performance

through teams

V6 Page 25

B. Succession planning (see Talent Hub)

Assessment of readiness Description/competency Individual and manager comments

The individual is ready to move Ready now
up to the organisations top

team, is demonstrating Ready in 1 year
leadership skills that help

influence beyond their Ready in 2 to 3 years
immediate sphere and across

traditional boundaries. The Part of a contingency plan to fill a leadership
individual has the potential to post in an emergency
or is already making a

fundamental difference to the
quality of care not just in their Any other considerations for Succession
immediate area but across the Planning/Talent management

organisation and beyond.

C. Next steps

Individual and manager commitments

Greater responsibility

Further coaching

Further mentoring

Secondment (seethe Talent Hub)

Project work

Apply for internal post

Repeat or undertake further development at this

level

Undertake external training/development

Other

D. Agreement

Individual’s Name Signature Date
Date
Managers Name Signature
Page 26
Please email a completed copy of this form to [email protected] and place a copy in the individual’s personal file

V6