Organisational Development Strategy - The Royal Wolverhampton ...

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The Royal Wolverhampton Hospitals NHS TrustAppendix 2Strategic Implementation PlanOD key aim KPI Year 1 Metric Year 2 Metric Year 3 MetricStructural change tosupport SLMSeparate SLM projectimplementation plan to beproducedDevelop further theLeadership &ManagementFrameworkLeadership qualities required forthe organisation defined (based onthe NHS Leadership QualitiesFramework adjusted to reflectTrust values and strategicobjectives, in particular SLM)The required level of competencein respect of the leadershipqualities for different managementlevels within the Trust definedYear 1Green = CompletedRed = Not completedYear 1Green = CompletedRed = Not completedExisting Leaders/ Managersundertake an audit to identify theirleadership role, previousdevelopment, any gaps(particularly in respect of SLMrequirements)Year 1Green = Executive LeaderscompletedRed = Executive Leadersnot completedYear 2Green = Service LeaderscompletedRed = Service Leaders notcompleted- 15 -February 2010
The Royal Wolverhampton Hospitals NHS TrustOD key aim KPI Year 1 Metric Year 2 Metric Year 3 MetricLeadership/managementdevelopment programmesreviewed to identify degree ofalignment with required leadershipqualities and principles of theleadership framework e.g.underpinned by emotionalintelligence, blended learningapproach etc.Current programmes amended ornew interventions developed asappropriateYear 1Green = annual auditcompletedRed = Annual Audit notcompletedYear 2Green = annual auditcompletedRed = Annual Audit notcompletedYear 3Green = annual auditcompletedRed = Annual Audit notcompletedDevelop a TalentManagement planDevelop a culturalchange programmeRobust mechanisms developed toevaluate the leadership andmanagement developmentframework at both a programmeand an individual candidate levelTalent management map to becompletedEffective communication of Trustvision and values throughembedding in core processes e.g.recruitment, induction, leadershipdevelopment etcA staff charter developed to bringthe values to life - enabling staff tounderstand what we expect ofthem and what they can expect ofthe TrustYear 1Green = Talent mapcompleted for ExecutiveleadersRed = Talent map notcompleted for ExecutiveleadersYear 2Green= Evaluation completedRed = Evaluation notcompletedYear 2Green = Talent mapcompleted for Service leadersRed = Talent map notcompleted for Service leadersYear 2Green = Vision and Valuesfully incorporated into careprocesses.Amber = Incorporated intosome processesRed = Vision and Values notincorporatedYear 2Green = Staff CharterdevelopedRed = Staff Charter notdevelopedYear 3Green= EvaluationcompletedRed = Evaluation notcompletedYear 3Green = Vision andValues fully incorporatedinto care processes.Amber = Incorporated intosome processesRed = Vision and Valuesnot incorporated- 16 -February 2010
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