Organisational Development and Workforce Planning Projects
Below is a summary of the Organisational Development & Workforce Planning Prgramme projects. Documentation relating to the programme can be found on the Key Products page.
Supporting elected Member development (£200,000. Later reduced to £72,323)
To develop a programme of support (via a member-led sounding board) to promote active engagement by Members in leadership development, personal and skills development e.g. access to Leadership Academy, supporting all authorities to achieve the Member Development Charter.
Enabling Business Process Re-engineering (£500,000.Later increased to £608.872)
To supporting increased awareness and use of lean / BPI in process re-design, leading to improved services, delivery of efficiency savings and reduced reliance on costly external BPI consultants. Staff will be empowered and motivated to seek efficiencies and service improvements as part of organisational culture.
Delivering the North East Excellent Manager (NEEM) standard 3 (£400,000. Later increased to £460,000)
To provide a managerial leadership development programme for 320 (later increased to 370) middle managers which sets a recognised standard for North East local government and FRS managers, building on the success of the NEEM programme 1 and 2. Focused on self awareness, managing performance, dealing with change, partnership working and innovation, with the emphasis on experiential learning.
Embedding the use of coaching (£245,000. Later reduced to £183,000)
Enabling councils and FRSs to increase and embed the use of coaching as a leadership development tool for managers at all levels by: raising awareness of coaching techniques and applications; providing frameworks and advice to support procurement of external professional coaches; creating a large regional cohort of accredited peer coaches; sharing learning about integrating coaching into workforce development strategies.
Leading resilient organisational cultures (£170,000 later increased to £388,705)
Co-funding for four councils or FRSs (later changed to nine, due to high demand) to undertake a prescribed programme of activity with their whole senior management team aimed at building a full understanding of their organisational culture, building their self-awareness, self-management, and confidence in leading and maintaining a positive culture, both as individual managers and as the senior team. They will reflect on the organisation's impact on its community, citizens, and
partnership organisations.
Piloting the Workforce Improvement Challenge (£15,000 later reduced to £6,000)
Funding for three organisations to pilot the IDeA's peer review and others to experience it. Learning to be shared between OD and HR professionals via regional networks to assist authorities to prepare for CAA KLOEs on workforce planning and development
Supporting regional networking (£30,000 later reduced to £6,697)
Providing support for shared learning and development to promote an active role for regional networks in raising standards of all, leading to raised aspirations via informal peer challenge, trust and collaboration between professionals, and improved performance in corporate assessment.
Business skills (aka Strategic Imperative) (£50,000)
A project to equip staff with skills for spotting opportunities, building a business case, innovating,and working more effectively in partnership with business.
Programme Evaluation and Learning (formerly Project Management) - £90,000 to £75,845)
To draw evaluation and learning from the Programme and enable a number of smaller scale activities. To provide a programme level evaluation that assesses the cumulative impact of the Programme's component projects and learning exchange sessions to cement and deepen learning, as well as contribute to total evaluation evidence. Networking support for key OD/HR and member development networks and ongoing supervision for qualified coaches.