1

Request for expressions of interest to deliver development sessions to HPMA London Academy 2019/20

1. Summary The HPMA is a membership organisation that supports the networking and professional development of HR and OD practitioners in the UK health sector. The HPMA is a charitable organisation. The HPMA London Academy is run by the London Branch of the HPMA and has developed significantly in the last few years, delivering a broader programme to an increasing number of member organisations. In the last year we have enhanced our foundation programme, increased the range of events delivered as part of our core programme and have completed the delivery of the first stage of our successful ASPIRE programme. We have also supported the Deputy Director and Strategic HR and OD Networks and held our second annual conference. Overall the HPMA London Academies events include a series of half or full day learning events to support the professional development of our HR and OD professionals. This year the programme will consist of 8 separate strands as follows:

1. Our core learning events programme including Tomorrow’s World, Designing and Delivering Integrated Health and Care Systems, Workforce Profession Delivering High Impact

2. Foundation programme for bands 4 – 5 3. Delivery of technical knowledge events including our legal update events 4. Development sessions to be delivered as part of our 2 networks; the Deputy Directors

Network and the Strategic HR and OD Network 5. Support for the delivery of a development programme for aspiring Deputy Directors of HR 6. Delivery of an aspiring Business Partner Programme 7. Action Learning Sets 8. Round table and dinner events for senior workforce leaders

This commissioning document is separated into 8 sections describing the aims and desired outcomes for each strand. The HPMA has a long history of working with partners to deliver development events to its network of HR and OD practitioners in the health sector. Over the last year we have widened our collaboration with a range of excellent training providers and we would like to continue to grow and develop these relationships as well as inviting other providers to work collaboratively with us in the delivery of the 2019/20 programme. The purpose of this briefing is to identify training providers who would be interested in partnering with the HPMA London Academy to deliver these sessions. Our aim is to find partners who are interested in delivering sessions pro bono and at low cost and in return, the partner will be able to showcase their training to our network of HR/OD professionals from a wide range of NHS employers in London and to our new member organisations based in Kent, Sussex and Essex.

2

Partner organisations will not only be able to promote their brand but also their multi-day training courses to this audience, ideally offering their services to HPMA members at a discounted price. This paper sets out more information on what we are planning to deliver and our proposal for how we work with partner organisations to achieve this. We invite training providers to submit expressions of interest to deliver our learning events under the 8 strands of our development programme.

2. Background to the HPMA London Academy The purpose of the Academy is to improve the capability, practice and impact of HR & OD practitioners. It is the first Academy of its kind in the UK although academies are currently under development elsewhere in the UK. The Academy has the following vision and objectives:

Our membership includes over 90% of workforce directorates in London NHS trusts and an increasing number of trusts from outside the London including Kent, Surrey and Sussex i.e. 48 NHS trusts with an estimated HR workforce of 2,500 people. We deliver a programme of events and learning opportunities.

3

Our events programme aims to support the development of a large community by offering development events, both half day and full day events. In order to reach as many of our members as possible we ideally will offer 25 – 30 delegate places per event. Providers are asked to bear this in mind when considering the design of events. The aim is that the HPMA community will access half and full day focused sessions through the HPMA. If there are areas for development they wish to follow up in more detail, they can take this forward independently. For more information on the HPMA London Academy, please see our central hub http://www.hpma.org.uk/branches/london. To see our current and past events, go to our Eventbrite page You can access more information on who we are and what we do including our current events and our HR competency framework.

3. Our Learning Needs Analysis Last year we undertook a detailed learning needs analysis to ensure that the training programme we provided would deliver a relevant, high quality programme incorporating sufficient stretch and challenge for our members. This analysis enabled us to fully understand the challenges and priorities facing our member organisations and to have a dialogue about what HR, Learning and Organisation Development services will look like in the future in order that we could determine the skills, competencies, knowledge and behaviours for our current and future workforce practitioners. This year we have refreshed this learning needs analysis through a survey questionnaire and focus groups with our Board members and network groups. From this we understand that members want our programme to concentrate on the delivery of three key themes as follows:

Strong emphasis on the development of workforce redesign, organisational development and transformational change within the context of rapidly changing healthcare delivery and the unprecedented workforce challenges. This theme is entitled ‘tomorrows world’, building on the title of this year’s conference which challenged the workforce profession to think more ambitiously and creatively about the future design and requirements of the workforce

Emphasis on the design and delivery of workforce services and how the workforce profession can organise itself more effectively to deliver greatest impact at all levels with emphasis on the system, organisation, team and individual. There has been a very strong theme around how workforce professionals operate in a time of reducing resources and high levels of strain on the system and on teams so this will be an emphasis for next year programme.

Delivery of effective systems for the identification and development of the workforce profession. This stand builds on the success of the ASPIRE programme and the creation of a development pool from April 2019 for aspiring Deputy HR Directors and the delivery of a further aspiring Business Partner development programme.

4. What We Aim to Deliver As outlined above the 2019/20 HPMA London Academy programme consists of 8 strands. The following diagram shows each of the stands.

4

Strand 1 The Core Programme The London HPMA Academy core development programme for 2019/20 will be entitled Be The Change and an explicit theme running through all development events will be on encouraging and empowering all participants to make one change in their practice as a result of their learning and development. Our aim is that workforce professionals from our member organisations attending our development events will feel empowered and inspired to fulfil their potential and to offer innovative and creative responses to workforce challenges. The core programme is aimed at all our members with each development event specifying the target audience. The core programme is presented below:

5

The key elements of the core programme will be:

Tomorrow’s World

Following on from the success of this year’s annual conference we are inviting providers to deliver 3 – 4 half day master classes for senior workforce professionals aimed at broadening the professions collective understanding of the workforce challenges of the future. We anticipate that the master classes will challenge our members to see the bigger picture and get to grips with the huge technological and scientific advances in healthcare and what this means for the future workforce including the workforce profession. This is a chance for current ‘thought leaders’ in this area to inspire and galvanise the senior workforce profession to think creatively about the future. We have highlighted some thematic areas including use of big data in decision making, digitisation of the workforce function and strategic workforce planning but welcome other ideas for these masterclasses.

Workforce Profession Delivering High Impact

The majority of our development programme is designed around the theme of equipping our workforce professionals to be the best they can be and to feel empowered to ‘be the change’. From our LNA results we have determined that if our members are to achieve this aim they will need to develop competency, knowledge and confidence to have a greater impact at all levels from the wider system to the organisation, the business, their teams and finally the self as an individual practitioner. We have therefore designed a core programme consisting of a number of development events around each of these areas as follows:

o Designing and delivering integrated health and care systems o Enhancing organisational effectiveness o Supporting the aims and needs of the business o Supporting teams facing uncertainty and challenging times

6

o Supporting workforce teams to deliver high performance o Enhancing personal effectiveness, impact and resilience

Under each of these 6 themes learning events will be open to all HR, L&OD professionals employed by our member organisations. It will be left up to staff and their managers to decide which learning events most closely align with individual personal development plans. Under each of these themes we have indicated the day or half day events we intend to deliver and invite providers to express an interest in delivering these events. The following slides outline the development events we intend to provide:

7

8

Strand 2 Foundation Programme for bands 4 - 5 Our foundation strand entitled ‘Emerging workforce leaders’ is aimed at providing the knowledge and skills required for our band 4 and 5 professionals. This year we will be running 3 full day events and anticipate that these will be run as large events with up to 60 participants. The 3 events will be themed around maximising personal, team and business impact and we envisage that the days will cover the following content:

Personal impact. Developing skills to enhance personal impact and presence and to act as an enabler and not a blocker. The day will be split to include a session on personal development and career planning with an emphasis on moving from an administrative into an advisory role.

9

Team Impact. How to work as an effective team member and how successful teams operate. This day will include a session on understanding the different functions within the workforce directorate and how functional teams can work together to improve outcomes.

Business Impact. How to deliver successful transactional workforce functions to improve the outcomes of the business and how you align your team objectives with business objectives.

All 3 development events will be fast paced and highly interactive

Strand 3 Technical Knowledge and Legal Updates

Each year we have very high demand for our technical knowledge and legal update events. We will therefore be repeating some of our successful events from this year and have added some new ones based on our LNA feedback. The events will be run as half day events and will be open to all members who require this legal and technical knowledge as part of their role. We will continue to have ongoing dialogue with our legal firm sponsors who generously provide support for a number of these sessions as additional training requirements will emerge during the course of the year. At this stage the technical and legal update sessions we are intending to deliver are as follows:

Preparing for tribunals including the potential to run a mock tribunal

Managing effective investigations

Preparing for the impact of Brexit

Understanding and implementing TUPE rules and guidelines

Understanding medical staffing, MHPS and training pathways for non-medical staffing professionals

Addressing bullying and harassment .

10

Strand 4 Development Sessions for the Network Meetings The HPMA London Academy supports 2 successful networks: the HR Deputies Network and the Strategic HR and OD Network. They meet on a quarterly basis and the afternoon of each of the meetings is dedicated to a development session with approximately 40 participants in attendance. The network meetings offer our senior workforce leaders an invaluable opportunity to take time away from their workplaces and reflect with colleagues on the operational challenges and priorities they are addressing. Participants share good practice and advance work on joint initiatives. These meetings potentially provide our training providers with an opportunity to show case their own programmes of development. Our LNA has pointed to a number of topical areas for our network development sessions and we have outlined these on the slide below. We invite providers to provide suggestions for development sessions that could be provided at the network meetings.

11

Strand 5 Support for the Delivery of a Development Pool Programme for Aspiring Deputy Director of HR

Over the last 2 years the HPMA London Academy has successfully delivered an aspiring Deputy HRD

leadership programme of 3 cohorts, creating a talent pool of 48 aspiring Deputy HRDs. Almost half of

the individuals completing the programme have either moved into Deputy HRD roles or have

achieved promotions. In order to build on these strong foundations HR Directors from our member

organisations have agreed to create a formalised development/talent pool for aspiring HRDs. The pool

will have 40 places and be filled through a rigorous selection process.

The HPMA London Academy is seeking an individual provider or a number of providers to work with

us in delivering the development pool programme. The budget for this programme is approximately

£20k with delivery of the programme conditional on us having the required number of participants. At

this stage it is anticipated that the work will consist of the following elements:

Co design and implementation of an assessment/development centre to assess individual

levels of readiness for Deputy HRD roles and to determine individual strengths and areas for

development. Given the limited resources to run this programme it is anticipated that the

provider will work with the HPMA London Academy to design and implement the

assessment/development centre for 40 individuals (assuming we recruit 40 individuals).

Based on the model developed through the implementation of the ASPIRE programme we

will seek volunteers from the HRD/Deputy HRD community to act as observers/assessors. The

assessment/development centre will be run in April/May 2019.

Co design and deliver a modular programme of 6 development events to be delivered over

the course of the year. Initial ideas on the themes of these events are outlined in the slide

below and providers are invited to submit ideas for delivery as well as alternative

ideas/suggestions. Development sessions could either be fun as a full or a half day or as

evening events. We will need to adopt a flexible model to enable optimum access to the

programme.

12

Support the delivery of Action Learning Sets over the course of the year.

Those on the programme will additionally be provided with mentors and this support will be provided

by volunteers from the HRD/Deputy HRD community.

Strand 6 Delivery of an Aspiring Business Partner Programme

The HPMA London Academy has already delivered one successful pilot Aspiring Business Partner

Development programme and we intend to run a second programme over the course of 2019/20. We

have identified that there is a gap in the talent pipeline for professionals working in specialist

functions wanting to move into Business Partner roles. Our first programme was oversubscribed and

there is a strong demand for a further programme. Providers are invited to express an interest in

delivering a second cohort for 18 aspiring Business Partners. We have an anticipated budget for this

programme of around £20k and delivery of this programme is dependent on us attracting the required

number of participants. The programme is aimed at individuals who are currently in band 6/7 HR/OD

advisory roles or in associate BP roles.

It is anticipated that the programme will consist of the following elements:

Assessment/development pool for those selected onto the programme (subject to sufficient

funding)

A modular programme consisting for 4 day long modules. The modules will be designed to

develop knowledge, competence and confidence around all aspects of the Business Partner

role

Mock interviews for a Business Partner role (will involve volunteers from the HR Business

Partner community)

Support for 2 learning sets over the course of the programme

In addition to this participants will be provided with mentors from amongst the Business Partner

community and will be required to complete a work based project.

13

It should be noted that Trusts are self-funding places on the programme and the final commissioning

of the programme will be subject to all 18 places being filled.

At this stage the potential roles and responsibilities for the HPMA London Academy and the provider

are outlined below:

HPMA London Academy

ASPIRE Provider

Programme design and management

Specify the outline design of the Aspire BP Programme and the links to the competency framework. On receipt of expressions of interest the Academy team will run a selection process to determine the provider/s to work with in the final design and delivery of the Aspire Programme. The second phase of the detailed design work will take place once the chosen provider/s has been selected

Provide HPMA with a proposal for the detailed design of the Aspire Programme including: - design of the assessment centre - outcomes - summary of content or draft programme for the delivery of the modular aspect of the programme - Proposal for the delivery method for the learning sets - named facilitator with biography - Indication of how the session meets the identified competencies etc.

Publicise the Aspire Programme to HPMA members via email, website, events brochure, social media etc. and run the selection process

Option to provide HPMA with any publicity materials for the programme

Manage or support the assessment centre and provide feedback to participants, depending on the final design

Support the design and delivery of the assessment centre, with an option to fully lead and manage the process (dependent on cost)

Support the management, design and delivery of the modular programme, booking venues and liaising with participants.

Design and deliver the modular programme

Support the management and delivery of the learning sets and coaching/mentoring programme and provide the input of facilitators/coaches/mentors as required

Provide or organise facilitation of the learning sets, subject to costs

Issue learning logs/programme documentation

Work with the Academy team in the design of the programme material

Post materials on website or email to participants as advised by provider organisation.

Programme materials including presentations etc. to be shared with attendance list either before or immediately after each element of the programme

Facilitate pre-module promotion Option to share selected materials from each module or a blog post with HPMA members via the HPMA website or LinkedIn.

Quality assurance

14

Outline of programme including aims/objectives, outcomes etc. to be agreed with Programme Manager including a verbal discussion between the Programme Manager and the Facilitator to agree content for the each module.

HPMA members to be involved in the delivery of any aspect of the programme as appropriate e.g. through co-facilitation, presenting case studies, group facilitation etc. This is to be agreed when the programme outline is agreed and is dependent on the HPMA or the provider being able to source suitably qualified co-facilitators or presenters.

The programme will be evaluated and improvements made to future cycles of the programme.

Strand 7 Action Learning Sets The HPMA London Academy has a track record of supporting a number of learning sets over the course of the year. This provides our members with an invaluable opportunity to form networks and enhance their personal development and knowledge. We have run action learning sets for Deputy Directors of Workforce, Heads of Service, HR Business Partners and other band 8 HR roles, band 6 & 7 HR professionals and band 6 & 7 learning and development professionals. We have been fortunate enough to have excellent learning set facilitators work with us on a pro bono basis and are seeking further expressions of interest to continue this work from existing and new providers.

Strand 8 Round Table and Dinner Events for Senior Leaders Our development programme has been greatly enhanced due to the generous support from our sponsors for the provision of round table and dinner events for our senior workforce leaders. We have run some memorable events for our most senior leaders to come together and share thoughts, ideas and to learn from how workforce leaders from other sectors have addressed their workforce challenges. Once again we are inviting our sponsors to support the delivery of further such events and we welcome ideas for innovative venues, events and topics.

5. Benefits to providers from partnering with the HPMA London Academy There could be many benefits to partnering with the HPMA including;

The NHS is one of the biggest employers in the world and the biggest employer in Europe and so offers a large potential market for training organisations

Opportunity to showcase your training offering to HR and OD professionals from 49 NHS organisations, to promote your offering more widely to those who have attended the events and broaden your network within the NHS

Opportunity to keep close to the NHS and keep up to date with the current issues and challenges facing HR and OD professionals

15

6. What do you need to partner with the HPMA? We are open to working with a range of organisations for example, training providers, colleges, universities, smaller consultancies, NHS trusts etc. The following are important considerations for us:

- Demonstrating experience of working within the NHS and the HR/OD community and understanding the needs of our network

- Ability to provide meaningful and insightful learning to stated objectives on the topics required in a development session.

7. Roles and responsibilities for our main events programme Once we have received the expressions of interest, we will contact shortlisted providers and arrange a follow up phone call or face to face time to discuss the proposal further. For the ASPIRE HR BP programme and for the Development Pool for Aspiring Deputy Directors of HR, we will organise interviews in December/January. For the development sessions which are part of our main programme, once we have engaged providers, we will follow up to clarify all the details on the session (which of course can be changed). Our aim is to send out a draft summary programme to HPMA members in March 2019. We will then publicise each event in more detail two months before the actual event. We are thinking of the following roles and responsibilities for both HPMA and the provider organisation although these are negotiable.

HPMA London Academy

Provider

Programme design and management

Specify the themes, sessions, target audience to be delivered as well as the relevant competency.

Once the EOI has been accepted, provide HPMA with; - event outline including titles of session - - aims/objectives of sessions - outcomes - summary of content or draft programme - length of session - max number of delegates - named facilitator with biography - Indication of how the session meets the identified competencies etc.

Publicise the sessions to HPMA members via email, website, events brochure, social media etc.

Option to provide HPMA with any publicity materials for sessions and publicise event to own contacts who are HPMA London members.

16

Organise a suitable venue, catering, AV etc.

Provide available dates to HPMA within specified timeframe.

Manage bookings and supply attendance list at least one week before the event

Provide HPMA with any pre-work or handouts to be circulated to participants in advance.

Send reminder email to delegates one week before each event.

HPMA has option to lead to open and close sessions, explain the competencies and identify next steps

Agree feedback process with HPMA at least one month before the event and manage feedback process and report back, according to agreed criteria. Sign in sheet (signed attendance list) to be emailed to the HPMA London Academy team the day after the event.

Post materials on website or email to participants as advised by provider organisation.

Event materials including presentations etc. to be shared with attendance list either before or immediately after the event.

Facilitate post-event promotion Option to share selected materials from each event or a blog post with HPMA members via the HPMA website or LinkedIn.

Quality assurance

Outline of event including aims/objectives of the event, programme, outcomes etc agreed with Programme Development Manager including a verbal discussion between the Programme Development Manager and the Facilitator to agree content for the each session prior to the new financial year. There will be an opportunity to refresh these two months in advance of the event.

Option for HPMA members to be involved in the delivery of any event as appropriate e.g. through co-facilitation, presenting case studies, group facilitation etc. This is to be agreed when the event outline is agreed and is dependent on the HPMA or the provider being able to source suitably qualified co-facilitators or presenters.

Resources

Where organisations offer sessions on a pro bono basis, HPMA London will refund reasonable travel expenses as agreed in advance. Otherwise, travel expenses should be included in the delivery costs. To keep costs low, we suggest any materials are emailed to participants either before or after the event as appropriate. They can then print the materials or access them on their own device.

17

8. Request for Expressions of Interest We are looking for expressions of interest in running different elements of the programme for the HPMA London Academy. If you are interested in delivering any of the strands specified, send us a brief expression of interest to allow us to shortlist providers and match what you can offer against our programme themes.

1. Which strands of the programme you would be interested in delivering 2. Provide an indication of potential aims for the session(s) or what the session(s) would cover 3. Outline track record of delivering similar sessions particularly including experience of

delivering training within an NHS context and to HR/OD professionals. 4. Outline cost considerations for delivery of the elements of the programme you could provide

i.e. the price offered to the HPMA 5. What further training and development your organisation could offer individuals who have

participated in these short sessions. 6. Proposed numbers for the group and suggested target group to benefit from the programme 7. Any other information that is relevant

We will then shortlist providers who could deliver the different aspects of the programme ensuring that we can deliver a programme that falls within our budget. To discuss this briefing with Rachael Tyler, Development Director or Diana Cliff, Programme Development Manager, please contact Rachael Tyler Rachael.tyler@gstt.nhs.uk or Diana Cliff diana.cliff@gstt.nhs.uk If you are interested in delivering this training, please let us know ASAP and then return the attached form to Diana by 29 October 2018. Proposed schedule

Deadline for initial expressions of interest

29 October 2019

HPMA London Academy review expressions of interest and shortlists potential providers who could deliver the different aspects of the programme. Skype or phone discussions to seek further information and discuss sessions with providers

29 October to 5 November 2019 Nov/Dec/Jan

Final selection confirmation and notifications to providers

w/c 4 February 2019

Agree dates and details of the session 4 February 2019 – 4 March 2019

Learning events April 2019 to March 2020