DGT People Strategy 2020 - 2025

Happy

Joy at work: Happy Outcome: We will support and develop our staff, creating talented people for our organisation. Our staff will consistently report improved fulfilment at work, leading to local, regional and national recognition that Dartford and Gravesham Trust is the best place to work. There are four key delivery programmes that support the achievement of the Happy outcome. Each delivery programme comprises of a number of initiatives that will be progressed over the course of the next five years. Progress against each of these will be monitored by the Trust Workforce Committee.

Workforce design

Future workforce

• Enable agile workforce development through digitalisation and system sharing agreements • Engagement with schools and colleges to inspire career choices encourage apprenticeships • Develop partnering within our ICS, i.e. joint training and rotations • Engagement with Kent and Medway medical school and Healthcare Academy • Utilising the training and development programmes on offer through GSTT Healthcare Alliance • Define workforce for the future and the skills profile to support the integrated care agenda • Building system leadership skills to support the integrated care agenda • Develop and implement Trust recruitment and retention strategy • Implement values based interview training to enhance diversity • Transform recruitment and selection processes to improve the time to hire • Develop volunteering strategy to expand and reach workforce demographics • Develop and implement stay discussions and exit interviews • Enable flexible internal development opportunities • Review approach to colleague reward and recognition • Identify and manage talent using the Kent and Medway system programme Recruitment and retention

• Develop and implement education, learning and organisation development strategy • Transform induction, on-boarding and preceptor/ buddy programmes • Ensure high quality appraisals, training needs and career aspirations • Career pathways with clear development interventions • Implement coaching and mentoring development programme to enable career development • Succession planning and talent management for core roles • Leadership framework and development strategy • Improving digital literacy capability for the future • Competency management system to support learners and managers • Workforce and job design reflecting the skill mix, for the future workforce, new roles, career pathways and new ways of working • Agile and flexible contracts that enables innovation, remote working and social distancing • Resourcing solutions and interventions that delivers zero agency spend • Workforce systems (e.g. e-rostering, e-job planning; ESR capability and learning management) • Expand workforce entry routes including apprenticeships Workforce development • Clear divisional structures that show accountability and enable shared governance • Clear workforce plans that reflect service and operational changes

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People Strategy Summary