Executive-level leadership and talent management in NHSScotland: overview paper

Programme Overview

18. The design and delivery of the new arrangements will mean it will be possible, at national level, to identify, track and proactively manage the career and personal development of each individual coming through the national arrangements as part of a talent pool. This will be supported by a nationally-led development programme providing opportunities locally, regionally and nationally, together with self-directed professional and personal learning activities. This will require collaboration with NHS employers and a range of delivery partners. It will also require a blended approach of face-to-face, in situ, and digital learning opportunities, as well as development opportunities within existing roles and organisations, regionally, nationally and through wider exposure. This will be enhanced by coaching/mentoring, peer engagement and support from members of the NHS Scotland Leadership 'Faculty' - comprising experienced and expert leaders.

19. The arrangements for managed entry into the national talent pool will be rigorous, based on NHSScotland values and predicated on inclusivity and diversity. This will ensure there is a sharp focus on emotional resilience, intellectual ability, key skills and competencies, self-awareness and values rather than just ambition and aspiration. The design, delivery and management of the selection arrangements and support thereafter will reflect best practice and best value. It is anticipated that a review of existing spend locally and nationally will allow there to be a refocusing of that resource such that investment will be made in the national arrangements.

20. Recruitment to executive level posts thereafter will be nationally-led in conjunction with employers. Executive level performance management and appraisal arrangements will be revised and there will be a move to a single approach applied at local level and overseen at national level for calibration, moderation and assurance purposes. This will include standard documentation and supporting guidance increasingly moving to a single digital platform.

21. This in turn will inform a new national approach to talent management and succession planning such that there is a strategic level understanding of those in the talent pool and talent pipeline. In turn, there will be a single (but flexible) methodology for recruitment to executive level posts overseen from national level.

22. Oversight and direction will be provided through the establishment of a National Executive Leadership and Talent Management Group which will be led by the NHSScotland Chief Executive with membership drawn from NHSScotland together with independent/external participation. It will have its own secretariat and access to technical and policy advice. It will oversee the totality of the national arrangements for leadership development, talent management and succession planning, performance management and appraisal (subsuming the current functions of the National Performance Management Committee and linking to the National Executive Committee). During 2017/18, local Remuneration Committees should continue with current arrangements. Support and development for these local committees will be built in to the new arrangements from 2018/19.