my career conversation · the purpose of the review will be to identify opportunities which support...

MY CAREER CONVERSATION BAND 8+

Name Job Title

LEADERSHIP VALUES BEHAVIOURS

STRATEGIC THINKING PROFESSIONAL

WORKINGBETTER TOGETHER

FOR PATIENTS

CORPORACY COMPASSIONATE

IMPROVINGLIVES

OWNERSHIP INTEGRITY

COMPASSION

RESPECTAND DIGNITY

COMMITMENT

EVERYONECOUNTS

MY CAREER CONVERSATION

MY CAREER CONVERSATION - VALUES & BEHAVIOURS

How do you apply the Trusts Values and Behaviours and demonstrate leadership capability in your day to day working life? (Please ensure that you live and demonstrate the Values and Behaviours throughout your career conversation).

Appraiser’s Comments

SELF ASSESSMENT


How do you ensure your team demonstrate the Trust Values and Behaviours?

MY CAREER CONVERSATION - VALUES & BEHAVIOURSSELF ASSESSMENT


MY CAREER CONVERSATION - KNOWLEDGE AND SKILLS

EFFECTIVE LEADERSHIP

COMMUNICATION HEALTH & SAFETY EQUALITY & DIVERSITYSERVICE IMPROVEMENT

FINANCIAL AWARENESS PARTNERSHIP WORKING

KNOWLEDGEAND SKILLS

SELF ASSESSMENT


MY CAREER CONVERSATION - KNOWLEDGE & SKILLS

Effective Communication• Encourages effective communication between all involved.• Develops partnerships and actively maintains them.• Anticipates barriers to communication and takes action to

improve communication.• Articulates a vision for trust focus which generates

enthusiasm and commitment from both employees and patients/wider public.

• Is proactive in seeking out different styles and methods of communication to assist longer terms needs and aims.

• Is persuasive in putting forward own view and that of the organisation communicates effectively and calmly in difficult situations and with difficult people.

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GEmployee Comments (Provide an example of how your knowledge and skills in each of these areas contributes to both your development and the success of the Trust)

Knowledge & Skills Line Manager Comments

SELF ASSESSMENT


Partnership Working • Involves and engages users of the service and others in

discussions about service direction, improvements and the values on which they are based.

• Works with others to make sure there is a clear direction for values, strategies and policies and leads the way when interests are in conflict.

• Continually reviews the values, strategic plans and directions of the service to take account of changing circumstances.

• Works with others to develop strategic plans and business objectives for the service. These need to be consistent with values, realistic, detailed and take account of constraints.

• Communicates values, strategic plans and service direction to help all colleagues understand how they are affected. Also creates opportunities for people to contribute their views and ideas.

• Works with people affected by service improvements to evaluate the impact of the changes on the service. Feeds this information into ongoing improvements.

MY CAREER CONVERSATION - KNOWLEDGE & SKILLSSELF ASSESSMENT

Financial AwarenessPlan, implement, monitor and review the acquisition, allocation and management of financial resources.

• In consultation with relevant others, develops clear financial plans (relevant to business area), which support the organisation’s vision, values, strategies and objectives.

• Takes account of current and potential future constraints and opportunities

• Complies with legislation, policies and procedures.• Evaluates the performance of service, projects and

programmes to ensure best value.• Identifies wasteful expenditure.


Service ImprovementEnsures that all policies and strategies improve services for the public.

• Involves and engages key stakeholdersin discussions about service direction, improvements and the values on which they are based.

• Develops a culture that is supportive of continuous improvement.

• Continually reviews the values, strategic plans and directions of the service to take account of changing circumstances.

Health & Safety Actively promotes the health, safety and security of everyone in the organisation.

• Maintains and develops an environment and culture that improves health, safety and security.

• Complies with relevant legislation.• Has an awareness of health and wellbeing resources

available within the Trust and actively promotes their use.

• Ensures compliance with mandatory training.• Regularly assesses risks and uses the results to make

improvements and promote best practice.



Effective Leadership• Provides clear direction through visible, approachable

leadership, leading by example, valuing staff and showing resilience.

• Focuses own and others’ energy to where it will make a difference.- Takes account of how own behaviour affects others.- Seeks out and responds positively to constructive feedback, and creates a culture of innovation and continuous improvement.

• Actively demonstrates the promotion of equality and valuing of diversity and helps others to do so, encourages inclusive behaviour- Creates a climate of support but holds people to account.

• Actively builds public confidence and removes any barriers in the service by engaging different communities, agencies and stakeholders - Understands partners priorities and views and works collaboratively to deliver outstanding customer service.

• Sets stretching and challenging goals for the organisation and drives the evaluation of KPIs.

Equality & Diversity • Actively promotes equality and diversity.• Monitors and evaluates the extent to which legislation and

policies are applied.• Monitors and act on complaints around equality and diversity.• Actively challenges unacceptable behaviour and discrimination.• Supports people who need assistance in exercising

their rights.• Personal and people development.• Evaluates the effectiveness of equality and diversity policies

and procedures within the service/agency and contributes to the development of good and best practice.



OBJECTIVES

OBJECTIVE EXPECTED OUTCOME TIMESCALESUPPORT REQUIRED

OBJECTIVES


MY CAREER CONVERSATION – LAST YEAR’S OBJECTIVES

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Appraisee’s Comments Appraiser’s Comments

SELF ASSESSMENT


Has conversation been had about Sickness:

Please list any CPD activities that have been undertaken (this can include courses, events, training)

Has all mandatory training been completed:YES YESNO NO

Comments Comments

MY CAREER CONVERSATION – LAST YEAR’S OBJECTIVESSELF ASSESSMENT


MY CAREER PATHWAY – THIS YEAR’S OBJECTIVES

Expected Outcome / Measures of Achievement

Timescale(By when)

Any Support / Action by Management or OthersObjectives

SELF ASSESSMENT


PERSONAL DEVELOPMENT

REPUTATION& PERCEPTION

OPPORTUNITIES DIRECTIONDEVELOPMENT

PERSONALDEVELOPMENT

As a Senior Leader within the Trust if you are exceeding in your ratings you will be invited to join the Aspiring top leaders pool. Twice a year the Executive Director Team will review the Aspiring top leaders pool. The purpose of the review will be to identify opportunities which support people to meet or exceed their career aspirations.

Your aspirations will be captured as part of the personal development conversation and if you are in the aspiring talent pool this will be used during the Executive Director review.


Direction – What are your greatest strengths? What kind of work energises you? What do your strengths suggest about your career pathway?

Development – How can you develop in order to excel in your current role? How will you develop towards your career pathway?

MY CAREER CONVERSATION - PERSONAL DEVELOPMENT (if you are in the Aspiring Top Leaders talent pool, this section will be used at the Exec Directors review)


What are you’re interests/aspirations? What other areas may fit your strengths?

Reputation – How can you build your reputation within your current role? Can you develop influential relationships and how can you be more visible?



What kind of help would you like in your career?

Opportunities to be considered forAppraiser’s Comments

Seeking Development

Not seeking development

Immediately

Within the next 6 - 12 months

Within the next 12 - 18 months

Within the next 18 + months

Willingness to Travel

Up to 30 minutes

Up to 1 hour

Willing to relocate



MY CAREER PATHWAY SUMMARY

Signature DateAppraiser’s Comments


MY CAREER PATHWAY SUMMARY

Signature DateAppraisee’s Comments


TALENT RECOGNITION

Not Meeting Role Requirements Meeting Role Requirements Exceeding Role Requirements

Does this person have the motivation and credibility within their role? Do they apply our Values and Behaviours – In your opinion where do they sit on the following scale:- (If an employee is rated as Exceeding – this information will be passed to Executive Directors who will make the decision on whether they will become part of the Aspiring Top Leaders Talent Pool.

E.g. Has this person met or exceeding all of theirobjectives? If they have not then consideration should be given as to whether they should receive an increment.


Manager’s comments

Executive Director’s comments

Manager signature

Executive Director signature

TALENT RECOGNITION Please add your reasons as to why you think the person demonstrates the Ability, Drive and Impact to be added to the talent pool. Please refer to the guide to talent management for managers for further information.



[email protected] 01392 26164901392 261560

If you would like a copy of this report in another format including braille, audio tape, total communications, large print, another language or any other format, please contact:

Marketing and Communications Directorate, South Western Ambulance Service NHS Foundation Trust, Abbey Court, Eagle Way, Exeter, Devon EX2 7HY

© South Western Ambulance Service NHS Foundation Trust 2017.

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