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ODS to host public health debate
ODS is inviting clients to join a high-level debate on one of the public sector's most controversial topics - the future of public health in England.
The company will host an event in December that will offer clients involved in the public health arena the chance to talk through the 'hot' issues and hear insightful views from experts in the field - including eminent new ODS associate, Professor Chris Bentley and others.
Joint Managing Director, Donna Bradshaw, explains: "This is an historic time for public health, and we feel there's a need to provide a forum for our clients and partners to discuss and debate the issues.
"At ODS we have a long history and unparalleled expertise in working in public health, and as many of our clients in the area are currently preparing for the transition to local authority provision, the time is right for an open and frank discussion on such issues as the new public health operating model, workforce planning and employee engagement."
Speakers at the event, to be held at the Friends Meeting Place, near Manchester Town Hall, on December 6, include Professor Bentley - Delivery Manager, National Support Team for Health Inequalities, Department of Health.
Donna said: "We have created a specialist public health team that includes leading thinkers as well as people with in-depth national and international experience in the field - the Heart of Mersey Partnership is a key partner. With such a wide range of experience, there's no public health challenge that we cannot, or have not, met.
"We offer a range of specialist services, such as creating health and well-being boards, managing transition from NHS to local authority provision, developing leadership capabilities, future workforce and working with local government."
ODS' recent work in the area includes supporting national-level discussions at Public Health England, the new executive agency of the Department of Health that takes on its full responsibilities in 2013.
More locally, ODS is supporting the regional leadership programme for public health in Yorkshire and the Humber, and helping North Lincolnshire NHS and its partner local authorities through transition.
Donna said: "We'd be delighted to see our clients and colleagues in public health join us for this exciting event. Look out for your invitation in the post."
For more information about ODS' specialist public health team and services, contact Donna Bradshaw donna@odsuk.com
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Support for organisations working through the NHS HR transition framework
ODS is working alongside associate Richard Woods, developing tailored support for ‘sender’ or ‘receiver’ organisations undergoing changes in commissioning arrangements
HR departments can find themselves overstretched dealing with the additional activity required, or nervous and unsure exactly how to meet the requirements; from consultation, people transition policies, equality impact assessments, function and people mapping and associated ring fencing and selection criteria. ODS can provide practical and strategic help and support ranging from template policies and people and mapping frameworks, to reviewing and adding to the overall strategy, or working on specific areas. ODS’s commitment to skills transfers allows the organisation to build skills for future transfers.
If you can answer yes to any of the following questions, please look here to find out how we can support you or your organisation, alternatively contact ODS Ltd and ask to speak to one of our consultants.
- Struggling to meet the many requirements of the HR transition framework?
- Don’t have the capacity to write a people transition policy?
- Nervous about people mapping frameworks or selection criteria?
- Don’t know when you’ll address the equality impact assessment of changes?
Richard Woods is a fellow of the CIPD, and has senior experience working in Healthcare, local government, 3rd sector, and SME’s for over 20 years, and has specific experience of TUPE transfers and harmonisation issues.
Richard has looked at the requirements of the transition framework, and recognises this puts additional strain on HR departments. Richard is offering to help meet some or all of these in a simple and practical way that meets both organisational and national standards.
Richard has designed template policies and mapping frameworks that will help organisations literally drop in their specific circumstances, approaches or data into the template and produce an organisationally appropriate policy. Richard then works with organisations around the data requirements needed for the mapping frameworks and the equality impact assessments.
Contact our ODS office on 0161 236 6733 if you would like to discuss our support packages further, to arrange a visit or trial our approach.
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ODS Ltd - Supporting our clients in their quest to achieve awards!
We are thrilled to receive the news that two of our clients have been successfully shortlisted in both the HSJ Staff Engagement Award and also the final of the CIPD Awards 2011.
Have a look at our case study that reinforces our belief that using the ODS Ltd Population Centric Workforce Planning Model approach can help make real changes.
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Ensuring that your staff are motivated and stay that way is an important part of running a business. This top tips blog looks at what skills and tools to use to make sure you keep your staff involved and happy.
In this blog we look at:
- Why motivation is important
- Making people feel valued
- Leading by example
- Training and personal development and
- Communication
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Su Fowler-Johnson has been working on the Evaluation of European Collaborative Working to Optimise Research for the Care of Cancer Patients at the End of Life: OPCARE9. To read more please see this document.
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The key note speaker Joan Saddler, the National Director for Patient and Public Affairs at the Department of Health outlined the importance of Patient experience:
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ODS can offer cost effective support for career management, outplacement and transition support.
Imminent pay freezes and job cuts in the private and public sector will focus activity on efficiency savings, transformation and restructuring. Maintaining performance during times of change can be difficult but it is essentail, particularly given the scale of change likely to be experienced in the sectors, if the organisational goals and efficiencies are to be achieved.
For further reading please look here or at our Career Management Outplacement and Transition Support flyer.
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Without People You're Nothing
The event illustrated best practice in service/customer experience which is of growing importance for organisations.
ODS Ltd were honoured to sponsor, judge and participate in the awards. It is important that we recognise and celebrate best practice, along with ODS being able to share our case studies and our experience in improving customer care and how we are helping our clients to improve their patient experience.
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As Primary Care Trusts prepare for the second round of World Class Commissioning panels this spring, ODS provides some timely advice in the Health Service Journal (21.1.10).
The article, by Joint Managing Director Carol Brooks, explains the importance of the human factor when implementing major new strategic initiatives like WCC.
Click here for further details
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Click here to read the case study
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ODS welcomes quicker review of retirement age
www.thebusinessdesk.com/northwest/news/10747-new-business-boost-for-ods.html?news_section=4148
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The Business Desk
April 2009
http://www.manchestereveningnews.co.uk/news/business/s/1023023_business_of_the_year_awards_the_rising_stars
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Donna Bradshaw, Joint Managing Director of ODS, said: “As a people-focused consultancy, gaining IIP accreditation is extremely important as it shows that we practice what we preach to our own clients.
“To have been accredited to such a high standard – we fell just a few points short of Gold status – is a significant achievement, and we are all thrilled.”
A key focus for ODS during the IIP process was to demonstrate how it is developing leadership skills across its 10-strong team – enabling everyone to play an active role in the future growth of the £1m turnover business.
Su Fowler-Johnson, ODS’ Director of Quality, said: “This was a rigorous assessment process that has really helped us to focus on how we can improve our business performance through our people.
“We were naturally delighted to receive such a high score and we are now working on our development plan for the next year, to ensure we continue to improve.”
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This level of achievement is rare among small to medium sized businesses and more commonly seen in larger and more established corporate organisations.
We have set set up a network page on Linked in for those people interested in, or have attended training programmes on the ODS Population Centric Workforce Planning Programme
wyn@odsuk.com
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Organisation Development Services scoops IIP Silver
How to engage individuals and teams in World Class Commissioning
Ageing Population Impact
http://www.guardian.co.uk/society/joepublic/2009/apr/24/ageing-population-impact?commentpage=1
Guardian Society
April 2009
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Plan launched to age proof the region:
http://www.thebusinessdesk.com/northwest/news/10605-plan-launched-to-age-proof-the-region.html?utm_source=newsletter&utm_medium=email&utm_campaign=NorthWest_24th_Apr_2009_-_Daily_E-mail
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April 2009
Click here to view PDF
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April 2009
North West Acts to Defuse Demographic Timebomb
Click here to view PDF
The next 6- 24 months are going to be ones of vast change for organisations, particularly those in the public sectors. So how should managers go about handling this process professionally, sensitively and with a high degree of skill?
We can help
Along with our career management, interim supports. We have developed a new credit programme will help?
This scheme will allow organisations, teams or individuals to purchase a number of credits to support their staff either with career management, outplacement choices or to help those leading staff through the transition’s and change
Cost effective support for career management, outplacement and transition support
Imminent pay freezes and job cuts in the private and public sector will focus activity on efficiency savings, transformation and restructuring. Maintaining performance during times of change can be difficult but it is essential, particularly given the scale of change likely to be experienced in sectors, if the organisational goals and efficiencies are to be achieved.
The next 6- 24 months are going to be ones of vast change for organisations, particularly those in the public sectors. So how should managers go about handling this process professionally, sensitively and with a high degree of skill?
We can help
Along with our career management, interim supports. We have developed a new credit programme will help?
This scheme will allow organisations, teams or individuals to purchase a number of credits to support their staff either with career management, outplacement choices or to help those leading staff through the transition’s and change
Slashing jobs is by no means the best way to increase efficiency in the public sector - in fact, it could have the opposite effect - but proper workforce planning can make a big difference, writes Wyn Jones, senior consultant at Organisation Development services, read full article here:
http://www.publicservice.co.uk/feature_story.asp?id=15460
Latest News
HR departments can find themselves overstretched dealing with the additional activity required, or nervous and unsure exactly how to meet the requirements; from consultation, people transition policies, equality impact assessments, function and people mapping and associated ring fencing and selection criteria.
ODS can provide practical, strategic help and support ranging from template policies and people and mapping frameworks, to reviewing and adding to the overall strategy, or working on specific areas. ODS’s commitment to skills transfers allows the organisation to build skills for future transfers.
If you can answer yes to any of the following questions, please look here to find out how we can support you or your organisation, alternatively contact ODS Ltd and ask to speak to one of our consultants.
- Struggling to meet the many requirements of the HR transition framework?
- Don’t have the capacity to write a people transition policy?
- Nervous about people mapping frameworks or selection criteria?
- Don’t know when you’ll address the equality impact assessment of changes?