values based recruitment (vbr) workshop. today’s agenda purpose: review and discuss how our values...
Post on 14-Dec-2015
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Today’s Agenda
Purpose:• Review and discuss how
our values are being developed and embedded
• Develop a set of VBR practical tools that can be used
Agenda:• Welcome• Our Values• What is VBR?• Facilitated discussions
– Job Previews– Interview Questions
• Feedback & Close
The NHS Constitution “The NHS belongs to the people. It is there to improve our health and well-being, supporting us to keep mentally and physically well, to get better when we are ill, and when we cannot fully recover, to stay as well as we can to the end of our lives. It works at the limits of science – bringing the highest levels of human knowledge and skill to save lives and improve health. It touches our lives at times of basic human need, when care and compassion are what matter most.
The NHS is founded on a common set of principles and values that bind together the communities and people it serves – patients and public – and the staff who work for it.”
Living Our ValuesCaringWorking as a team playerManaging your own attitude and behaviourCaring with compassion and respectAddressing concerns with colleaguesCommunicating respectfully, openly and professionally
CreativeEmbracing change, developing best practice & open to challenge new ways or workingAccessing opportunities for learning & developmentBeing the best you can everydayWorking creatively and in partnership with patients and the health community
CommunityTaking pride in yourself and our organisationPromoting a positive cultureFocusing on achievements and what we can do together
CreativeWe cherish
excellence & Professionalism
wherever we find it – improvements in clinical practice &
innovation
CaringWe ensure that
compassion is central to the care we
provide and respond with humanity &
kindness
CommunityPatients come first in
everything we doCaring
We speak up when things
go wrong
CaringWe earn the trust
placed in us by insisting on quality
and striving to get it right every time
CommunityWe maximise our resources for the
benefit of the whole community & make
sure nobody is excluded
CaringWe value every
person…patients, carers &
staff
CreativeWe support
initiatives that improve
quality and efficiency
Values
To sustain values-led patient care and teamwork, it’s important not only to bring in new staff who share our values, but to ensure
our current staff and teams live up to our values
Values are the key to aligning attitude and behaviour
“The purpose of values based recruitment is to ensure that the future and current NHS workforce is selected against the values of the NHS Constitution. The approach aims to ensure that the NHS has the right workforce, with the right skills, in the right numbers, with the right values, to support effective team working and deliver excellent patient care and experience.”
VBR…why bother?Organisations within and outside the NHS have successfully implemented and evaluated values based recruitment practices. They report that there are many benefits to be gained from investing time and resources into doing VBR well, such as:
• reducing agency spend and recruitment costs• positive impact on staff turnover• boosting staff morale• creating a more positive work environment• staff feel more valued• reducing sickness absence• increased job satisfaction• and, most importantly, ensuring that patients receive the best care
possible
VBR Road Map
AttractRealistic job previewsBranding
ScreenFilter out staff who don’t share our values
Interview
Values Based Questions
Appoint
Set expectationsCandidate experience
On board
Induction(Local & Trust)
Cultural Reinforcement
AppreciationSupport
Feedback
AttractValues based recruitment starts with
attracting the right calibre of staff who share our values
An example from Cambridge University Hospitals that was shared at a recent local event
Screen – Example 1On-line values based scenarios that can filter out poorly
matching candidates at the application stage
Example Scenario:You see a patient looking lost in the entrance to the hospital….. What would you do?A. Ask them if they need any assistance and offer to take
them to where they are going
B. Ignore them, they’ll probably find their way eventually
C. Inform someone more senior who can help them
D. Ask them if they are ok, do they know where they are going, and then point them in the right direction
Currently on all PSHNFT JobsOn-line values based question that can help filter out poorly matching candidates at the application stage
Example Scenario:Please provide some examples of when you feel you have acted in a CARING way in a work or other setting
Please provide some examples of when you feel you have acted in a CREATIVE way in a work or other setting
Please provide some examples of when you feel you have acted in a COMMUNITY way in a work or other setting
(Max 300 words)
Interview
Competencies• what am I capable of
Knowledge• what I know
Experience• what I have done
Values
•who I am
VBR Trait QuestionsMotivation• Communicating motivation• Enjoyment• Realistic expectation• Research
Demonstrating personal qualities• Standards• Integrity• Learning• Resilience• Self-awareness• Time management• Values
Working with Others• Collaboration• Dealing with conflict• Encouraging contribution• Respect• Understanding of role• Valuing contribution• Listening• Seeking views• Sharing information• Understanding others
Defining a QuestionConsider a value & how you might devise an interview question to
elicit evidence of such value
Example - IntegrityValue Definition Behaving in an open & honest manner, acknowledging responsibility for actions and being respectful at all timesLead QuestionTell me about a time when you had to address a difficult situation with a colleagueProbing Questions• Why was it important to address the situation?• How did you feel about addressing the situation & the outcome?• How did you perceive your colleagues reaction?
What behavioural indicators would you expect to see from someone demonstrating this value?
Defining a Question
What do you want to see/hear?
What don’t you want to see/hear?
What value are you testing& how would you define this?
Your lead & probing questions
Appoint
Experience Ensure the experience the candidate has of our organisation reflects our values (successful & unsuccessful)Use specific examples from interview in feedback
Set expectationsBehavioural Framework is referenced in the offer letter/contract
On BoardWelcome to our TrustThe importance of our values are reinforced right from the start; at local and Trust induction• Our leaders talk about the importance of values
and behaviours
• Colleagues show their appreciation & support
Appraisal• Our appraisal process is values-based with a
focus on behaviours and attitude
With all of us living our values, every day
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