Your main contacts will be colleagues in the Workforce and OD service, Senior Managers, Line Managers, other corporate services colleagues, other NHS Trusts, Training Providers, Health Education Northwest.
Main Areas of Work
1. Learning Needs Analysis: Develop the Learning Needs Analysis process for the whole trust, using best practice and new developments to ensure the process is fit for purpose, including identification, prioritisation, commissioning, tracking, reporting, and evaluation of learning and development needs.
2. Work with relevant stakeholders including HR business partners, finance, business planning, Network and Care hub leads in the business planning process to support them in identifying, diagnosing, and planning to address Learning and Development needs through a clear strategic framework and pragmatic, tailored support to services to enable performance improvement and skills development.
3. Provide advice and expertise to service areas in relation to the diagnosis and identification of Learning and Development needs and design of appropriate solutions to meet those needs.
4. Work with the post-registration manager to commission learning and development programmes, aligning clinical and non-clinical needs identified in the Learning Needs Analysis and provide recommendations about priorities.
5. Work collaboratively with external learning and development providers including Higher Education Institutes (HEIs), colleges, external trainers to commission and develop Learning and Development programmes and to review and evaluate learning provision.
6. Ensure that Trust standing financial instructions are followed in the commissioning of learning and development programmes and that financial records are kept to maintain budgetary management of external and internal funding and to ensure the most effective use of funding available.
7. Use the learning needs analysis process to develop the Trust annual training plan.
Trust Induction and Corporate Welcome
1. Responsible for the review and updating of the Trust Induction policy working with relevant stakeholders including line managers, resourcing, Core skills training leads to ensure that the policy and process for Corporate Welcome, Trust induction, and local induction are fit for purpose.
2. Maintain the quality of delivery for the Corporate Welcome, working with senior managers, the communication team, and subject matter experts to design and maintain the content of the welcome.
3. Advise the resourcing team and line managers about best practice approaches to onboarding new starters to the organisation.
4. Develop the processes for recording and assurance of induction compliance.
Core Skills Framework
1. Maintain and update the core skills framework, managing requests for changes and additions to the framework internally.
2. Work with the national and regional teams to ensure that the framework matches national and regional agreements and that the core skills passport is implemented and maintained.
3. Work with subject matter experts to ensure that a programme of courses is provided to meet the Core Skills framework to enable individual compliance.
4. Work with the Compliance officer and the information team to ensure that requirements and competencies are mapped to staff roles and are updated as required to enable accurate reporting and monitoring.
5. Work with the Education and Workforce Development leads to review the essential to role requirements and ensure appropriate provision of learning and development programmes to meet the needs identified.
Design and Delivery of Learning and Development Programmes
1. Designs and delivers effective learning and development interventions tailored to the perspective and communication needs of the audience.
2. Implement a standardised process for the measurement of the impact of learning and development activity including the development and design of competency and knowledge assessment tools to ensure that learning outcomes are measured.
3. Provide expert facilitation skills to improve individual and team skills and competencies and to enable staff in the organisation to deliver the organisations objectives.
4. Works collaboratively with Improvement, Quality, Governance and Organisational Development teams to ensure organisational learning is effective and knowledge and behavioural change is embedded.
5. Working with the OD team, develops leadership capacity and capability across the organisation through various methods including training, coaching, mentoring, self-development, facilitation of action learning sets, on-the-job development, e-learning, and organisation/role design.
Leadership for Learning and Development Systems and Standards
1. Ensure the Trust Learning Management System is used effectively as the one-stop shop for all learning and development activity in the Trust, maintaining processes to standardise content and improve accessibility for staff and trainers in the Trust.
2. Provide expert advice about new technology that will support the delivery of learning and development interventions, developing and maintaining standards and ways of working with new technology.
3. Provide a professional internal Learning and Development consultancy service to improve skills and competencies of the workforce and enable successful delivery of the organisation's objectives.
4. Develop and implement standards and support for learning associates and subject matter experts delivering learning.
5. Ensure that supervision and continuous professional development opportunities are provided to staff delivering learning across the Trust.
6. Regularly undertake research and development in relation to Learning & Development including horizon scanning of upcoming good practice and benchmarking with other organisations/industries.
7. Develop processes for reporting to the People and Workforce Steering Group and implementation groups about learning and development and other projects as identified by the Head of Learning and Organisation Development.
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